An Investigation Into Effectiveness of Performance Appraisal Tools

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AN INVESTIGATION INTO THE EFFECTIVENESS OF PERFORMANCE APPRAISAL TOOLS USED ON EMPLOYEE PERFORMANCE:

(A CASE OF KENYA ANTI CORRUPTION COMMISSION)

BY:

RESEARCH PROPOSAL SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR AWARD OF A DEGREE OF BACHELOR OF BUSINESS AND OFFICE MANAGEMENT OF JOMO KENYATTA UNIVERSITY OF AGRICULUTURE AND TECHNOLOGY

MAY 2008

DECLARATION

This research proposal is my original work and has not been presented in any university or learning institution to the best of my knowledge for degree or any other award.

Sign: …………………………………Date: …………………………….

onfirm that this research proposal was written and presented for examination by the candidate under my supervision.

Sign: …………………………………Date: ………………………………….
Research Supervisor

ABSTRACT
The main objective of this study will be to assess the methods used in performance appraisal within the Kenya Anti-Corruption Commission. Specifically, the study will focus on issues in performance appraisal methods used, their effect on employee performance and effectiveness to the organisation. Towards the attainment of this, a sample of forty (40) employees will be interviewed. The opinions by interviewees will form the fundamental basis towards the study’s generalizations. Data will be collected using self-completion questionnaires designed both in structured and unstructured formats. Ultimately, to assist the researcher in generating appropriate generalizations, data analysis will be performed with use of descriptive statistics.

ABBREVIATIONS

KACCKenya Anti-Corruption Commission

ACECAKenya Anti-corruption and Economic Crimes Act

PA Performance Appraisal

REPPSResearch, Education, Policy and Preventive Services

LSDLegal Services Directorate

MBOManagement by Objectives

TQMTotal Quality Management

EMSElectronic Monitoring System

PASPerformance Appraisal Systems

OPERATIONAL DEFINITION OF TERMS

Performance Appraisal Methods:
Balance between an employee’s individual interests and the organizational interests.

Employee Performance:
Situation where the employees’ work interests are hardly met by the work organization’s arrangements.

Performance Appraisal Process:
Managerial process of allocating duties or role to individual employees and divisions within an organization.

Work Environment:
The overall organizational settings designed to facilitate key operations towards goal-attainment.

Employee Rewarding:
Appreciation of employees’ contributions through either monetary or non-monetary arrangements.

TABLE OF CONTENTS
TITLE PAGE ……………………………………………………………………..1 DECLARATION …………………………………………………………………II ABSTRACT……………………………………………………………………….III ABBREVIATIONS.………………………………………………….……………IV OERATIONAL DEFINATION OF TERMS……………………………….……V TABLE OF CONTENTS …………………………………………………………VI CHAPTER ONE ………………………………………………………1 1.0 INTRODUCTION………………………………..…………….…..1 1.1 Chapter Overview ………………………….….…………………………1 1.2 Background ………………………………..…………………….……….1 1.2.1 Institutions Background ……………………………….……….3 1.3 Statement of the problem ……………………………………….………..4 1.4 Objectives of the Study ………………………………………….……….7 1.5 Research Questions …………………………………………………..…..8 1.6 Importance of the Study …………………………………………….……8 1.7 Scope of the Study …………………………………………………..……9 1.8 Limitation of the Study …………………………………………………...9 CHAPTER TWO

2. RESEARCH METHODOLOGY ………………….……...….….10 1. Chapter Overview …………………………………………………..….....10 2. Theories of Performance appraisal ………………………………..….…...10 3. Performance Appraisal System …………………………………………..11 2.3.1 Employee Attitude …………………………………………..….…..12 4. Effects of Performance appraisal on Employee Attitude …………..….…13 1. Effects if particular performance appraisal techniques...….…..15 2. Performance appraisal Techniques ……………………..….….18...
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