Factors affecting the effectiveness of Performance appraisal function at the Tanzania electric supply company limited (TANESCO)
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Mzumbe University
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A Dissertation Submitted to Mzumbe University- Dar es Salaam Campus College in
Partial Fulfilment of the Requirement for the Award of the Degree of Masters of
Science in Human Resource Management (MSC HRM) of Mzumbe University
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.
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.
Keywords
Tanesco