Factors Influencing Employer-Employee Relationship in Strategy Execution in Non-Govermental Organizations in Nairobi Kenya

Topics: Human resource management, Performance appraisal, Human resources Pages: 13 (3718 words) Published: April 23, 2013


1.1 Background of the Study3
1.2 Statement of the Problem7
1.3 Objectives of the Study8
1.4 Research Questions8
1.5 Importance of the Study9
1.6 Limitations of the Study10
1.7 Definition of Operational Terms10
1.8 Chapter Summary10
2.1 Introduction12
2.2 Approaches of Performance Appraisal12
2.3 Effect of Performance Appraisal Accuracy on Staff Performance18 2.4 Effects of Employee Appraisal Feedback Management on Staff Performance24 2.5 Effects of Appraisers’ Competence on Employee Performance26 2.6 Conceptual Framework29

3.1 Introduction31
3.2 Research Design31
3.3 Population and Sampling Design32
3.4 Data Collection Methods34
3.5 Research Procedures34
3.6 Data Analysis Methods35
3.7 Chapter Summary35


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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