Performance appraisal practices in public organization: a case of supporting staff of the University of Dar es Salaam
| dc.contributor.author | Mgeni, Consolata Krisant | |
| dc.date.accessioned | 2019-07-06T08:34:18Z | |
| dc.date.accessioned | 2020-01-08T09:49:40Z | |
| dc.date.available | 2019-07-06T08:34:18Z | |
| dc.date.available | 2020-01-08T09:49:40Z | |
| dc.date.issued | 2011 | |
| dc.description | Available in print | en_US |
| dc.description.abstract | The main objective of this study was to find out the effectiveness of Performance Appraisal Practices in Public Organization; A Case of the Supporting staff of the University of Dar es Salaam. The general objective of the study was to assess the effectiveness of performance appraisal practices used to evaluate performance in public organization. The study also sought to investigate types of methods used in Performance appraisal of the supporting staff, to investigate the extent to which appraisal performance methods are effective, and to get views of staff on ways to improve performance appraisal practices as well as to find out problems associated with Performance appraisal practices. A total number of 120 respondents who were employees was obtained through random sampling. Data collected using questionnaires and interviews were analyzed using tables in which frequencies and percentages were obtained. The findings of this study revealed that the method of performance appraisal used in the University of Dar es salaam is not effective because the system lacks transparency, feedback and is not participatory, furthermore the system using Closed Annual Confidential Report exists just as a matter of formality and cannot measure employees’ performance hence making it difficult to achieve Human Resource Management objectives. It is recommended that the University of Dar es salaam needs to adopt a new system which will provide opportunity for dialogue between the appraiser and the appraised to improve performance appraisal system of the staff. Also the organization has to provide adequate salary, promotion, and training opportunities to ensure job security and improve working environment so as to retain its staff. Employees should also be given feedback of performance against the stated objectives, and be given advice and support to overcome their shortcomings, in fulfilling the overall mission of the organization. | en_US |
| dc.identifier.citation | Mgeni, C. K (2011) Performance appraisal practices in public organization: a case of supporting staff of the University of Dar es Salaam. Master dissertation, University of Dar es Salaam. Available at http://41.86.178.3/internetserver3.1.2/detail.aspx | en_US |
| dc.identifier.uri | http://localhost:8080/xmlui/handle/123456789/4875 | |
| dc.language.iso | en | en_US |
| dc.publisher | University of Dar es Salaam | en_US |
| dc.subject | Performance appraisal of employees | en_US |
| dc.subject | Employees rating of | en_US |
| dc.subject | Public organization | en_US |
| dc.subject | University of Dar es Salaam | en_US |
| dc.subject | Tanzania | en_US |
| dc.title | Performance appraisal practices in public organization: a case of supporting staff of the University of Dar es Salaam | en_US |
| dc.type | Thesis | en_US |