Download or read book Evaluation on the Effectiveness of Performance Appraisal in the Kenya Civil Service written by M. Tsingui Ngonze and published by . This book was released on 1998 with total page 131 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Performance Appraisal with Special Reference to the Kenya Civil Service written by Jane W. Chege and published by . This book was released on 1998 with total page 119 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Establishing Effective Performance Appraisal Practices in the Ghana Civil Service written by Frederick Denkyira and published by . This book was released on 2014 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Performance appraisal system is one of the most popular tools used in contemporary reform programmes by governments to enhance efficient and effective performance in the public sector. However, appraising employee performance is considered a controversial management practice anywhere it is being practiced because the successful implementation of effective performance appraisal system faces numerous challenges and obstacles. It is however inspiring to note that, the human resource system can become more effective by having a valid and accurate appraisal system used for rating performances of employees. In spite of the numerous efforts to improve the performance management system, it is evident that, the system lacks impetus to improve the performance of the Ghana Civil Service. Considering the crucial role Performance Appraisal play in employee performance strategy, this study sought to discover the extent to which Civil Servants consider the existing performance appraisal system as effective and efficient. The study was also to discover the various challenges confronting the effective implementation and utilization of performance appraisal in the Civil Service in order to provide recommendations for the better. The study adopted a case study design from the Office of the Head of the Civil Service (OHCS) and the Ministry of Education (MOE). It however, solicited the views of other Civil Servants from various Ministries, Departments, and Agencies (MDAs) through the Civil service Training Centre (CSTC). The study also used a descriptive survey because it involved collection of data, which informed the answers to the problem stated. The population for the study was the staff of the above-mentioned institutions that have gone through the appraisal exercise for at least once. The sample size for the study was 200 employees (60 from the OHCS, 80 from the MOE, and 60 from other MDAs through the CSTC ). Out of the 200 questionnaires that were distributed, 173 responded. The study relied on both primary and secondary sources of data and the researcher collected the data for the study, through the administering of questionnaires to the respondents in both senior and junior staff categories. Interpretation of quantitative data was done mostly by the use of tables/ figures and the data gathered from the in-depth interviews were analysed in a narrative form using the research questions raised for the study in relation to the main sections of the interview guide and the questionnaire. Data were analysed with the use of the Microsoft excel programme. The findings of the research have revealed that the current performance appraisal system in the Civil Service does not fulfill the aspirations of the employees, because it is characterized by certain flaws, which need to be addressed. Employees believe that the current PAS cannot help achieve organizational strategic goals and objectives; there is a negative general perception about the PAS; performance monitoring and feedback is poor; results from the appraisals are not judiciously used; performance is not linked to rewards and sanctions and finally, employees are hugely dissatisfied with the current PAS. Consequently, employees cannot be sufficiently motivated to put in their best. All these factors have worked against the effective implementation of the performance appraisal system in the Ghana Civil Service. Based on the findings, it was recommended that clear-cut performance appraisal objectives should be set out and made known to all concerned. Objectives should be developed jointly between the supervisor and the employee. Appropriate stakeholders need to set up a monitoring system to ensure that due process is followed by both appraisers and appraisees. Communication between supervisors and subordinates need to be improved drastically. Additionally, performance measures of individual organizations should be directly related to the overall mission and strategic goals of the entire Civil Service, particularly in terms of goals and objectives. Also, it is very crucial that appraisal reports are used judiciously. More also, appraisers and appraisees must be adequately trained on effective implementation of the PAS. It is important that various MDAs under the umbrella of the Civil Service develop different sets of performance appraisal systems that will cover specific task and job-holders since their job descriptions differ. Finally, review and appeal procedures should be adhered to in order to promote fairness and satisfaction by participants for higher motivation that may lead to higher performance and productivity in the Ghana Civil Service and government business as a whole.
Download or read book Incentive Structure and Efficiency in the Kenyan Civil Service written by Damiano Kulundu Manda and published by . This book was released on 2001 with total page 24 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Performance Appraisal System and Its Effectiveness in the Egyptian Civil Service written by Karam G. Henein and published by . This book was released on 1984 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book A Guide for Improving Performance Evaluation written by Priscilla Levinson and published by . This book was released on 1978 with total page 36 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Managing Performance written by Michael Armstrong and published by CIPD Publishing. This book was released on 2005 with total page 194 pages. Available in PDF, EPUB and Kindle. Book excerpt: Managing performance is a critical focus of HR activity. Well-designed strategies to recognise and improve performance and focus individual effort can have a dramatic effect on bottom-line results. The problem is to determine what the processes, tools and delivery mechanisms are that will improve performance in your organisation, as well as determine which ones are best avoided. The authors have tracked performance management processes over the past seven years, and their comprehensive survey reveals what leading organisations are doing to manage their employees' performance and how they are delivering results.With detailed illustrations from the real world, and clear practical advice, this text shows you how to improve the management of your employees' performance. "Managing Performance" will help you: design performance management processes that reflect the context and nature of the organisation; create supportive delivery mechanisms for performance management; and, evaluate and continuously develop performance management strategies to reflect the changing business environment.
Download or read book An Assessment of Employees Perception of Performance Appraisal written by Stephen Nzuve and published by . This book was released on 2013 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Many organizations are faced with various challenges as they endeavor to gauge and improve employee performance. Organizations overall performance is affected by individual and group performance of its employees. Performance Appraisal system (PAS) is a critical component of the overall human resource management function in the Kenyan Public Service. It is predicated upon the principle of work planning, setting of agreed performance targets, feedback, reporting and is linked to other human resource management systems and processes including staff development (Devries et al, 1981). The objective of the study was to assess employee perception of performance appraisal in the Department of Immigration with specific emphasis on the Headquarters and at the Jomo Kenyatta International Airport which are the Departments two stations in the Nairobi Region. A case study was deemed appropriate as the Department of Immigration was fairly representative of the Ministries in the public service and thus the findings could be applied to the public service. The research methodology was descriptive with a sample of 158 employees drawn from four stratums, namely the heads of departments, immediate supervisors, officers other than heads of departments in each grade and other supervisors and staff. The study findings revealed that though performance appraisal on paper was built on solid principles, its implementation as relates to the scope of application, highlights of the old performance appraisal system, implementation of the new system, training as a direct result of performance appraisal, advantages and shortcomings of appraisal in the Department including use of the form GP 247, appraisal interviews, feedback process and quality and the relationship between appraisal and performance, motivation, reward and sanction management to a large extent falls short and thus greater sensitization was required to harness its full potential and benefits.
Download or read book Effective Employee Performance Appraisal in the Federal Civil Service written by John Victorio Tinonga and published by . This book was released on 1977 with total page 156 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Performance Appraisal in the Public Sector written by Toni Shaklee and published by . This book was released on 1986 with total page 74 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Civil Servants Work Performance in the Context of Less Effective Appraisal Systems written by Irene Fafaliou and published by . This book was released on 2019 with total page 28 pages. Available in PDF, EPUB and Kindle. Book excerpt: The purpose of this paper is to examine whether human resources schemes comprised of factors such as organizational commitment, job satisfaction, and public service motivation can lead to increased levels of work performance, especially when performance appraisal systems do not contribute to this direction, as it is the case with Greece. To attain this goal, a questionnaire survey was conducted, addressed to a sample of 130 Greek civil servants. In the absence of an effective performance appraisal system, research results indicate that only the civil servants with a high degree of self-motivation and an in-depth sense of civic duty have the reasons to be better at their work and enhance their performance. Finally, contrary to the expectations of a number of public administration scholars and stakeholders, factors such as organizational commitment and job satisfaction are not proved to have a significant impact on work performance.
Download or read book Performance Appraisal Practices and Problems written by United States Civil Service Commission. Library and published by . This book was released on 1967 with total page 86 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Evaluating and Improving Performance Appraisal System in the Civil Service of Oman written by Saif Saud Al-Hadhrami and published by . This book was released on 2000 with total page 134 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Performance Appraisal System in the Macedonian Civil Service written by Mirjana Cvetkovska and published by LAP Lambert Academic Publishing. This book was released on 2013 with total page 360 pages. Available in PDF, EPUB and Kindle. Book excerpt: Nowadays, when every modern Government has accepted the "new public management" philosophy, the performance of the public administration is being measured by the achieved effects (outputs), rather than by the spent resources (inputs). Hence, it becomes bigger the need of developing a performance oriented organizational culture. The most common tool for developing such culture is the performance appraisal, as an instrument of the total quality management and the core strategy of the strategic HRM. Because of that, the aim of the research is determining the level of success in implementation of the performance appraisal process in Republic of Macedonia, measured not only through the statistical indicators, but also through the commitment of the implementers, as indicator of the quality of the process. The problem is explained in light of the performance appraisal system's design i.e. the level of civil servants' satisfaction with it and its motivational potential (empirical analysis). It is supplemented with the comparative - descriptive analysis, which examines the level of compatibility between the normative posture of the PAS in Macedonia and the international "good practices."
Download or read book Personal Feedback written by Polly Kettley and published by . This book was released on 1997 with total page 71 pages. Available in PDF, EPUB and Kindle. Book excerpt: Personal feedback, often called 360 degree review, is the process by which an individual manager receives personal feedback from more than one source (eg subordinates, peers, line managers and customers). Eight case study organizations, using a variety of personal multi-source feedback schemes form the core of this study. It examines the practical application of different forms of multi-source feedback in these organizations. In each case study, interviews were conducted with the human resource function, and employees who had participated in the feedback process. In addition, feedback questionnaires and other supporting documentation are analyzed.
Download or read book Critical Review of Performance Appraisal in the Context of Civil Service Reform in Morocco written by Layla Mourad and published by . This book was released on 2001 with total page 117 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Better Performance Appraisal for a Better Civil Service written by Edward W. Thomas and published by . This book was released on 1964 with total page 74 pages. Available in PDF, EPUB and Kindle. Book excerpt: Properly applied, performance evaluation can be of value in promoting good teamwork, increasing work efficiency, and assisting in the development of effective managers. The study searches for methods of improving Civil Service performance appraisal systems within the constraints of presently existing laws and regulations. The evolution of present systems is traced, and the resulting practices are examined in the light of recent research and industrial experience. Alternative appraisal methods are discussed, and broad suggestions for improvement are offered. (Author).
