Evaluating Organizational Uses of Performance Appraisal System: A Conceptual Analysis and Framework for the Future (Published)
Organizational effectiveness and efficiency may be realised when employees are frequently assessed. While performance appraisal and organisational effectiveness has gained attention among scholars, there are little studies on the specific uses performance appraisals or media through performance appraisal exercises improve corporate effectiveness. In this light, this study examines organisational uses of appraisal systems. To address the research aim, thematic literature review approach is employed to assess the organisational benefits or uses of performance appraisal results. The study finds that employee performance appraisal results are used by organisations as an instrument to enhance employee motivation, improve corporate communication, facilitate employee training and development and boost overall corporate success or effectiveness. The study therefore recommends that organisations must not see employee performance appraisal as just an annual activity but recognise it as a continuous activity and an important resources that can provide enormous benefits to enhance the success of the organisation. By these findings the study contributes significantly to knowledge by developing a model of performance appraisal outcomes. The model shows the mechanisms through which performance appraisal practices positively affect organisations and also for empirical testing particularly in developing countries’ contexts.
An Assessment of Factors Affecting the Implementation Of The Performance Appraisal System in Rwanda: A Case of Nyamasheeke District Local Government (NDLG) (Published)
The study set out to assess the factors affecting implementation of the performance appraisal system at Nyamasheeke District Local Government (NDLG), Rwanda. The study was based on these objectives; To Examine how management processes affects the implementation of the performance appraisal in Nyamasheeke District Local Government, Investigating how the level of trust between the appraiser and appraisee affects implementation of performance appraisal, to study how communication between the appraisee and appraiser affects the implementation of performance appraisal and lastly to examine how training levels of appraisees affect the implementation of performance appraisal in Nyamasheeke District Local Government. The Study employed both Stratified and Purposive random sampling techniques to get reliable key informants. A total of 122 respondents was used these included:30 Health Officers, 10 Secretaries, 8 Sub-county chiefs, 4 Town clerks, 50 Technical Planning Committee members and 45 Teachers at Nyamasheeke District Local Government. Findings of the study indicate the following: management of the process of appraisal, level of trust, training of the raters and ratees, and communication are the most important factors affecting the implementation of staff performance appraisals at NDLG. Effective management of these factors improves the staff appraisal system while failure to manage them properly, leads to ineffective staff appraisal. A significant and positive correlation was discovered to prevailing among implementation of staff performance appraisal and that factors. The researcher therefore recommends the following; The management process of appraisal exercise must be taken with due consideration by both the ratees and raters so as to enable them have ample preparations, adequate knowledge, confident and trust in appraisal system which result into effective appraisal.Implementation of staff performance appraisals should be done on the basis of trust ,is not only a duty of the raters but also of the ratees to actively get involved in the exercise as it leads to the smooth running and provision of constructive feedback aimed at improvement of the performance.Communication to raters and ratees before commencement of the appraisal exercise is a prerequisite to effective any staff performance appraisals, so the public servants and local government employees should be given prior communications so as to prepare them for effective exercise and enhancement of constructive improvements in employee performance.