Employee performance appraisal in the Tanzanian public service organizations: the case of national institute for medical research (NIMR)

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University of Dar es Salaam
This study examines the factors that affect performance appraisal in the public service organizations, with a specific focus on the National Institute for Medical Research (NIMR). The major aspects considered are the tools used in carrying out performance appraisal; how information generated from performance appraisal support management decisions and the employees' perception on performance appraisal. The desired data were gathered through questionnaires, semi structured interviews, and documentary review. The study's findings reveal some inadequacies in the appraisal instruments in both content and consistence. Moreover, some of the performance dimensions are not included in the instruments. Also, the findings show that the performance ratings are very subjective. The employees are not well informed on the objectives of performance appraisal and they are ignorant on the required standards into which their performance is assessed. Lack of training on performance appraisal for both appraisers and appraisers also features as an inhibiting factor to erectile performance appraisal. The conventional processes in performing staff appraisal are not properly followed. Top management pay little attention to performance appraisal. The study's findings show information generated from performance appraisal is not used significantly for supporting human resource management decisions. The study suggests improvements in the performance appraisal instruments, processes and uses of the information generated. This will improve the organizations' performance as well as enhance a positive "psychological contract among the employees. Since Open Performance Review and Appraisal System (OPRAS), which is participatory in nature, has been adopted in NIMR as an alternative to the traditional Annual Confidential Report (ACR) system which is closed and inflexible, it is strongly suggested that both the appraisers and the appraised should be educated on the features, benefits and procedure of OPRAS This study has focused on only three components of performance appraisal in a professional organization. It is suggested that a similar study may be carried out using more variables and cases. Moreover, a comparative study on performance appraisal may be conducted which could include either the Executive Agencies and Central government ministries or the private and public sector organizations in order to get a large picture of how performance appraisal is carried out in these entities. The best practices may be adapted and the areas which need improvements may be identified for remedial action.
Available in print form, East Africana Collection, Dr. Wilbert Chagula Library, Class mark (THS EAF 5549.5.R3C457)
Personel management, Public services organization, National Insurance of Medical Reseach (NIRM), Tanzania
Kihanga, P.C (2007) Employee performance appraisal in the Tanzanian public service organizations: the case of national institute for medical research (NIMR).Master dissertation, University of Dar es Salaam, Dar es Salaam.