Factors affecting the effective implementation of staff performance appraisal system

Abstract

The aim of this study is to evaluate the effective implementation of staff performance appraisal system at a government entity. Staff performance appraisal systems are methods and processes used by organizations to assess the level of performance of staff and to provide them with feedback. It is essential for organizations to take measures to ensure that their staff are continuously at their peak performance. The staff performance appraisal system used within the entity fails to enforce a culture that fosters and encourages productivity via motivation, hence the need to evaluate the factors affecting the effective implementation of staff performance appraisal system. The study employed quantitative research approach using random sampling to select 50 employees as participants. Data collected was analysed using SPSS and descriptive statistical to present the data. Findings from the study identified communication, leadership and late performance feedback as the factors affecting the effective implementation of staff performance appraisal system. Lack of trust and attitude of manager was also identified as the reasons for the ineffective implementation of staff performance appraisal system. It is therefore recommended that staff should be trained on the values and mission of the organization, as well as its effect on their job performances. Performance feedback should be effective and timely to assist staff improve on their job performances. Managers should be adequately trained to avoid bias and strive to earn the trust of the staff for the effective implementation of staff performance appraisal system.