Factors affecting the effectiveness of open performance review and appraisal system in public service organizations: a case of public service commission
| dc.contributor.author | Omari, Evalyne Aminiel | |
| dc.date.accessioned | 2020-05-28T11:28:38Z | |
| dc.date.available | 2020-05-28T11:28:38Z | |
| dc.date.issued | 2009 | |
| dc.description | Available in print form, East Africana Collection, Dr. Wilbert Chagula Library, Class Mark (THS EAF HF5549.5.R3052) | en_US |
| dc.description.abstract | The main objective of this study was to assess the factors affecting the effectiveness of Open Performance Review and Appraisal System (OPRAS) in Public Service Commission (PSC). The specific focus was on determining the knowledge and practices regarding OPRAS among employees in the PSC: assessing employee; involvement in performance appraisal function: examining how OPRAS is carried with the intent of achieving the objectives of improving employees and organization performance and identifying the factors that inhibiting effectiveness of OPRAS in PSC. Stratified and simple random sampling methods were used and 60 questionnaires were distributed of which 59 were collected and used. Observation, documentary review and personal interview were also conducted to managerial and non-managerial cadres in PSC. Data were analyzed and presented using Software Package for Statistical Science (SPSS) and tables. The study found that employee are knowledgeable, attended training and participating in OPRAS. However, main factors hindering effectiveness of OPRAS were identified as: difficult in setting objectives. OPRAS not linked to reward: and inadequate employees training. The study further revealed that. OPRAS is not successful implemented. There were problems in objectives cascading and OPRAS form was not user friendly. Generally it was concluded that OPRAS is good, but appraises and appraisers must be trained. OPRAS needs to be linked to performance rewards and provision of adequate resources. It was therefore. Recommended that, appraisers and appraises should be trained good performance should be rewarded, top management should support OPRAS and OPRA form should be amended accordingly. | en_US |
| dc.identifier.citation | Omari, E. A (2009) Factors affecting the effectiveness of open performance review and appraisal system in public service organizations: a case of public service commission, Master dissertation, University of Dar es Salaam | en_US |
| dc.identifier.uri | http://41.86.178.5:8080/xmlui/handle/123456789/11709 | |
| 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 | Public service commissions | en_US |
| dc.subject | Public service corporations | en_US |
| dc.title | Factors affecting the effectiveness of open performance review and appraisal system in public service organizations: a case of public service commission | en_US |
| dc.type | Thesis | en_US |