The effectiveness of OPRAS implementation in the Tanzania public organization performance: the case of Tanzania national roads agency.

The main objective of the study was to assess the implementation of OPRAS at TANROADS. The guiding principles were its contribution towards the improvement of individual employee’s performance as well as the performance of the organization. 100 employees were randomly drawn from the organization. The data collected through questionnaires were summarized and analyzed in a readable and easily interpretable form. Data were quantitatively analyzed using the Statistical Package for Social Science (SPSS) and then represented in a form of statistical tables. The study has identified various challenges that impede the effective implementation of OPRAS at TANROADS. The challenges include, lack of employee awareness, lack of adequate training of appraisers and lack of employees’ participation. Other challenges identified are poor use of performance appraisal results, lack of proper feedback mechanism and employees’ resistance to change. From the finding the study has offered recommendations. The HRD should understand that it has a primary responsibility for overseeing and coordinating the performance appraisal program. In order to prepare achievable and measurable objectives and tasks, how to measure performance, what to measure and when performance should be measured against pre-determined standards. This should be done within resources availed to the jobholder management decisions such as promotions and demotion, training and salary increments. These should be made through the use of the performance appraisal results. The management of the TANROADS and the HRD in the organization should continually educate employees on the purpose of OPRAS and the benefits of it so that it removes anxiety and suspicion over the system.