MANAGERIAL AND INDIVIDUAL IMPACT OF APPRAISAL ON EMPLOYEES’ PERFORMANCE IN LOCAL GOVERNMENT UNITS IN BOSNIA AND HERZEGOVINA

Abstract

Establishing an evaluation system can be considered a key step towards the institutional development of the civil service. The valorization of employees work is equally important in the public sector as in the real sector. The first rules on evaluation that were adopted by agencies for the civil service/administration in Bosnia and Herzegovina were based on the traditional European assessment model, which is based on a larger number of standardized evaluation criteria. The application of this model showed its weaknesses in practice due to the difficulty of objectively determining the performance evaluation, so a few years later, all levels of state structures in BiH began the transition to modern evaluation models that are based on work goals as the main criterion for performance appraisal. In this research paper, in the context of human resource management in public administration, the measurement of employee performance will be described with procedural, substantive problems and errors that lead to serious and long-term consequences for organizational development, general management culture and individual performance of employees on the basis of examination of units local governments in Bosnia and Herzegovina. This paper also includes an analysis of the results of the research conducted in 12 (twelve) local self-government units in Bosnia and Herzegovina, through a presentation of the typical impact of evaluation on the work results, commitment and employee performance in the public sector.