Analyzing Relationship between Employee Perceptions and Aspects of Performance Management and work engagement: Case Study of KFC Pakistan

Abstract: This study aims to evaluate the role of employee perception and its influence on employee performance, specifically in terms of job performance, emotional commitment, and performance intentions. In order to analyses the foundation of employee perception and aspects of performance management. I thoroughly assess the relevant theoretical, conceptual, and empirical data. The majority of findings in the literature review indicate that employees' performance interrelated with employee perception about the company and management. We have chosen KFC (Kentucky fried chicken) Pakistan as primary case study to develop the research.  The requisite data is gathered through the use of standardized questionnaires and interviews. The structured questionnaire was derived from four prior studies pertaining to the subject matter. The research is primary quantitative and we have used Tableau to analyses and present data in graphical format.  In order to assess the dependability and accuracy of the authorized instruments we have used SPSS (statistical package for social sciences), Cranach's alpha coefficient test, regression analysis, descriptive statistics and Anova test were conducted. In order to ascertain the overall sample size of 100 individuals, the target population was initially separated into distinction based on their job position in KFC Pakistan. Subsequently, respondents were chosen from ten different locations in Karachi, Pakistan using a straightforward random sampling method. The study's findings indicate that employee perception play key role in boosting motivation for job that related to employee performance in KFC. The correlation study reveals that employee perceptions are positively and significantly associated with job performance and emotional connection to the organization. Hence, it is advisable for the organization to build an effective feedback system, maintain accurate and appropriate accounting practices, engage in discussions regarding evaluation outcomes, establish methods to effectively communicate evaluation results, conduct evaluations with thorough attention, and establish a participatory evaluation system and procedure to ensure all employees are informed. Thus, HR must assume a crucial role in the intricate performance review process.