Management of the performance appraisal programmes in Tanzania: the case of Kwimba district Council

dc.contributor.authorChembo, Pius Maro Mugaya
dc.date.accessioned2019-12-18T08:43:30Z
dc.date.accessioned2020-01-08T09:55:17Z
dc.date.available2019-12-18T08:43:30Z
dc.date.available2020-01-08T09:55:17Z
dc.date.issued2008
dc.descriptionAvailable in print form, East Africana Collection, Dr. Wilbert Chagula Library, Class mark (THS EAF HF5549.5.R3C4753)en_US
dc.description.abstractThe intention of this study was to assess how performance appraisal programmes are managed in the public service organizations. The main objective of the study was to identify and examine factors that hinder the effectiveness of the performance appraisal programme in councils. The specific objectives were to find out whether the councils management understands the system of appraising employees; to determine whether the ordinary employees are knowledgeable of the appraisal system. To find out if the employees` development in councils relates to the appraisal system. To find out if the employees development in councils relates to the appraisal results and lastly to examine whether the performance appraisal program achieves its objectives that is improving both the performance of the employees and the council. The data used in this research were collected through a case study. The methods employed ere interviews, questionnaires, observation and documentary review. The unit of enquiry was the Civil servants working with Kwimba District Council in Mwanza Region. The study revealed that performance appraisal function was poorly performed in the public service in Tanzania. The exercise seems not to obtain the expected objective, some of the employee are not aware of the programme, there is no feedback to the employees regarding their performance and only one performance appraisal instrument was used to evaluate performances of the entire council. In order to improve the performance appraisal function it is recommended that, management at KCD must improve the performance appraisal function. Its duty bound to provide the necessary resources which will facilitate an effective performance appraisal programme. Likewise, the Civil service Department should make sure that Human Resources Departments are well staffed in terms of establishment and skills. This will help the department to oversee and coordinate the implementation of the performance appraisal function.en_US
dc.identifier.citationChembo, P.M.M (2008) Management of the performance appraisal programmes in Tanzania: the case of Kwimba district Council.Master dissertation, University of Dar es Salaam, Dar es Salaam.en_US
dc.identifier.urihttp://localhost:8080/xmlui/handle/123456789/5850
dc.language.isoenen_US
dc.publisherUniversity of Dar es salaamen_US
dc.subjectPerformance appraisal of employeesen_US
dc.subjectEmployeesen_US
dc.subjectRating ofen_US
dc.subjectTanzaniaen_US
dc.subjectKwimba Districten_US
dc.titleManagement of the performance appraisal programmes in Tanzania: the case of Kwimba district Councilen_US
dc.typeThesisen_US
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