TABLE OF CONTENTS
Among the factors of production, the human resource element of any organization is most strategic and paramount. Performance appraisal therefore, is an important means by which organizations improve their chances of attaining their key operational goals. Employees, who know what and how much is expected of them, are likely to be more effective than those who are unclear about their role. It is in the light of this that organizations these days are becoming more concerned about effective performance appraisal. Performance appraisal even though, dates back to the Second World War, the challenges of appraisal system are numerous and varied. This research is focused on the challenges associated with the implementation of performance appraisal system at the Ghana National Scheme (GNSS), to recommend solutions to the challenges where appropriate. The main objectives of the study are to evaluate the current performance appraisal system at the Ghana National Scheme (GNSS). The study has become necessary due to the challenges facing the GNSS with regards to the implementation of performance appraisal system. The study was conducted entirely through the use of questionnaire, interviews and discussions. The questionnaire and interviews gathered information on staff views on how the current appraisal system at the GNSS is being implemented. Discussions were focused on some issues relating to the study for meaningful analysis. Results as well as findings indicate that training of supervisors on appraisal and how to monitor the set objectives of the current system is very important for acceptable and sustainable appraisal process. The overall objective of the Performance appraisal System is to manage and improve the performance of the Public Service by enabling a higher level of staff participation and involvement in planning, delivery and evaluation of work performance. Specifically, the Performance appraisal System is intended to link individual performance with organization performance; enable Supervisors and Appraises to continuously assess work progress on a timely basis the learning/development needs of staff and promote accountability in the Public Service; and promote communication and encourage continuous feedback between Appraise and Supervisor;
2.0 STATEMENT OF THE RESEARCH PROBLEM
Although increased interest in performance appraisals has led to a great deal of research according to Lawler et al. (1983), much of it has focused only on the mechanics of measurement and the appraisal forms. According to Lawler et al. (1983), research which focuses on the form itself and the mechanics of-appraisal is missing many important issues that are involved in designing and managing performance appraisal systems. Thus, studying the impact of performance appraisal on organizational performance is an important research to carry out. This promised the opportunity to look at Ghana National Service Scheme which for several decades has not seriously studied and worked on performance appraisal. This is however, a chance to go beyond focusing only on the nuts and bolts of the performance appraisal form. This will allow the institute an opportunity to look at a performance appraisal system in the context of an organization and its jobs and to test emerging notions of the multiple functions of performance appraisal based on the following research problems: i. The commitment of top management to performance appraisal ii. The specific challenges of performance appraisal implementation in the organization as well as public institutions in Ghana iii. The impact of performance appraisal on employee performance, reward and promotion iv. The capacity of employees to implement performance appraisal
3.0 RESEARCH OBJECTIVES
The main objective of this study is to assess the impact of performance appraisal on employees’ performance, reward and...
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