| dc.creator |
Matoyo, Arnold Solomon |
|
| dc.date |
2019-03-08T09:07:52Z |
|
| dc.date |
2019-03-08T09:07:52Z |
|
| dc.date |
2015 |
|
| dc.date.accessioned |
2022-10-20T14:39:52Z |
|
| dc.date.available |
2022-10-20T14:39:52Z |
|
| dc.identifier |
Matoyo, A. S. (2015). Effectiveness of Open Performance Review and Appraisal Systems (OPRAS) in Public Service: a case of President’s Office Public Service Management (PO-PSM). Dodoma: The University of Dodoma. |
|
| dc.identifier |
http://hdl.handle.net/20.500.12661/592 |
|
| dc.identifier.uri |
http://hdl.handle.net/20.500.12661/592 |
|
| dc.description |
Dissertation (MA Business Administration) |
|
| dc.description |
This study investigated on the effectiveness of OPRAS in the Public Service,
specifically, the study intended to understand the perceptions of the users of OPRAS
at PO-PSM to evaluate the effectiveness of the performance review and appraisal system
in use at PO-PSM and to find out, factors hindering the effectiveness of performance
appraisal at PO-PSM. The study employed a case study design and collected data from
ordinary employees and top management. Questionnaires for the ordinary employees
and interviews for the management were employed for data collection. Data obtained were then analysed by using both qualitative and quantitative ways.
The study has found out that, OPRAS application is well known to the employees and
is currently the appropriate way to evaluate employees’ performance. It further
revealed that OPRAS provided a high degree of involvement of employees during the
evaluation process, where there is openness and transparency during the employees’
evaluation. The attitudes or perception of employees towards OPRAS at PO-PSM,
were quite positive therefore rendering it a suitable appraisal system for the Public
Service. The study further revealed that OPRAS is currently effective in providing
feedback on the employees’ performance thus, providing opportunities for various
interventions to be taken so as to improve the employees’ performance. Furthermore, the study identified factors that affect the effectiveness of OPRAS, as the design of the
system, poor budgetary allocation to activities measurable under OPRAS, lack of
incentives tied to OPRAS, poor planning of activities and of training in the use of
OPRAS.
From the study conducted it can be conclusively be ascertained that OPRAS is
currently, the most effective way to evaluate employees performance in the public |
|
| dc.publisher |
The University of Dodoma |
|
| dc.subject |
OPRAS |
|
| dc.subject |
Public service |
|
| dc.subject |
Appraisal systems |
|
| dc.subject |
President’s Office Public Service Management |
|
| dc.subject |
PO-PSM |
|
| dc.subject |
Employee performance |
|
| dc.subject |
Performance evaluation |
|
| dc.subject |
Closed performance review |
|
| dc.subject |
Performance review |
|
| dc.subject |
Open performance review |
|
| dc.title |
Effectiveness of Open Performance Review and Appraisal Systems (OPRAS) in Public Service: a case of President’s Office Public Service Management (PO-PSM) |
|
| dc.type |
Dissertation |
|