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This study aimed at examining the factors that affect the effectiveness of
Performance Appraisal Practice in the working organizations and Tanzania Electric
Supply Company (TANESCO) as a case study. In order to carry out this study, data
were collected using questionnaires, interviews and documentary analysis and were
analyzed with the help of SPSS software programme.
Total respondents were 45; 7 leaders and 38 non leaders and had been obtained
through simple random, stratified random and purposive sampling procedures.
The study revealed that performance appraisal at TANESCO was less effective
due to lack of knowledge about the appraisal system, low top management support,
ineffective performance feedback mechanism in the Performance Appraisal
process, However Performance Appraisal was crucial in addressing institutional
as well as staff member needs if effectively regularly and timely done in a
participatory manner.
From the study numbers of policy implications can be done; the management
through the human resource department should organize and elaborate regular
training program for both managers (appraisers) and employees (appraised) on the
performance appraisal process, setting of performance standards, and also
keeping and maintaining accurate records of employee’s performance. The
performance appraisal system should be redesigned to embrace a proper
communication channel through performance interview for feedback on the
performance appraisal results. Management should ensure good performance is
rewarded.
Also by improving the chance of employee’s participation the sense of ownership
can be created. This means that TANESCO should emphasize on employees voice
system. |
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