The role of Information in measuring employees’ performance in higher learning institutions; a case of the traditional performance appraisal at the college of business education (CBE).
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Date
2011
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Publisher
University of Dar es Salaam
Abstract
The study investigated the role of information in the traditional performance appraisal systems in rating employees' performance at the College of Business Education (CBE). This survey used both qualitative and quantitative approaches to collect data for this study, using structured questionnaires with both open and closed-ended questions supplemented by face to face interviews and observation. A sample size of 65 respondents was drawn from the total population of 130 employees to represent both parties (employees and employers) under the following strata: ten (l0) administrators, thirty (30) supporting staff, and 25 teaching staff, 30% of each stratum was represented by women. The major findings of this study revealed that P A conducted once per year, only in the written format, which is not superlative, traditional PA is not good because it have no feedback to reveal information to employees; lack of awareness, poor P A procedures, lack of preparations, were among of changes associated with P A. The study had four major findings all of which show that both parties do not benefit from the P A exercise. Therefore a change in the P A procedure is needed as it is not accepted by many employees as it does not allow the information to flow from employees to management. In the view of the above, the study recommends that, the ' traditional PA is outdated, and therefore there is the need for the introduction of OPRAS that will involve both parties in making individual evaluations, and employ both a written format and negotiations (verbal) between the parties.
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Keywords
Performance appraisal of employees, Higher Learning Institution's, College of Business Education (CBE), OPRAS
Citation
Nkebukwa, L. L. (2011). The study investigated the role of information in the traditional performance appraisal systems in rating employees' performance at the College of Business Education (CBE). This survey used both qualitative and quantitative approaches to collect data for this study, using structured questionnaires with both open and closed-ended questions supplemented by face to face interviews and observation. A sample size of 65 respondents was drawn from the total population of 130 employees to represent both parties (employees and employers) under the following strata: ten (l0) administrators, thirty (30) supporting staff, and 25 teaching staff, 30% of each stratum was represented by women. The major findings of this study revealed that P A conducted once per year, only in the written format, which is not superlative, traditional PA is not good because it have no feedback to reveal information to employees; lack of awareness, poor P A procedures, lack of preparations, were among of changes associated with P A. The study had four major findings all of which show that both parties do not benefit from the P A exercise. Therefore a change in the P A procedure is needed as it is not accepted by many employees as it does not allow the information to flow from employees to management. In the view of the above, the study recommends that, the ' traditional PA is outdated, and therefore there is the need for the introduction of OPRAS that will involve both parties in making individual evaluations, and employ both a written format and negotiations (verbal) between the parties. Master dissertation, University of Dar es Salaam. Available at (http://41.86.178.3/internetserver3.1.2/search.aspx?formtype=advanced)