FACTORS INFLUENCING EMPLOYER-EMPLOYEE RELATIONSHIP IN STRATEGY EXECUTION IN NON-GOVERMENTAL ORGANIZATIONS IN NAIROBI KENYA
TABLE OF CONTENTS
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Objectives of the Study
1.4 Research Questions
1.5 Importance of the Study
1.6 Limitations of the Study
1.7 Definition of Operational Terms
1.8 Chapter Summary
2.0 LITERATURE REVIEW
2.2 Approaches of Performance Appraisal
2.3 Effect of Performance Appraisal Accuracy on Staff Performance
18 2.4 Effects of Employee Appraisal Feedback Management on Staff Performance
24 2.5 Effects of Appraisers’ Competence on Employee Performance
26 2.6 Conceptual Framework
3.0 RESEARCH METHODOLOGY
3.2 Research Design
3.3 Population and Sampling Design
3.4 Data Collection Methods
3.5 Research Procedures
3.6 Data Analysis Methods
3.7 Chapter Summary
1.1 Background of the Study
Performance appraisals can mean different things to different people. In general, a Performance appraisal is defined as an evaluation of an employee’s job performance to measure how effectively this employee is performing at their job (Becton, Portis, & Schraeder, 2007). The traditional format of a performance appraisal is an employee meeting with their supervisor annually or twice a year to go over how well the employee is doing their job. Usually the company the employee is working for provides a form for the supervisor to fill out and go over with the employee. This form list goals and objectives of the company and how well the employee is meeting these. In modern times performance appraisal systems are increasingly being used in both public and private sector to evaluate the performance of employees. Appraisal, according to Smith, (2000), involves the identification of cause and effect relationships on which employment and labour policies are based or can be based and are a routine process that organizations use to evaluate their employees. It is a systematic assessment that is as objective as possible of an ongoing programme or policy, its design, implementation and results. Its aim is to appraise the relevance and fulfillment of objectives, efficiency, effectiveness, impact and sustainability. The appraisal systems usually involves evaluating performance based on the judgements and opinions of subordinates, peers, supervisors, other managers and even workers themselves (Jackson & Schuler 2003). An employee appraisal, performance review, or career development discussion is a method by which the job performance of an employee is evaluated in terms of quality, quantity, cost and time. Performance appraisal is also part of career development. Performance appraisals are regular reviews of employee performance within organizations. Performance appraisal as a process is seen as a key contributor to successful human resource management, as it is strongly related to organisational performance (Erdogan, 2002).
Murphy and Cleveland (1995) believe that performance appraisals can help organizations in four ways. First, they can enhance the quality of organizational decisions, ranging from promotions, layoffs, compensation and transfers. Second, they can enhance the quality of individual decisions, ranging from career choices to decisions about where to direct one's time and effort. Third, they provide a set of tools for organizational diagnosis and development. Finally, performance appraisals can affect employees' views of and attachment to their organization. Performance appraisal is a tool of management that can lead to better communication, motivation and feedback (Stivers and Joyce, 2000).
A common process for managing employees is the traditional practice of annual performance reviews. While these annual reviews have their...
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