RESEARCH METHODS
TABLE OF CONTENTS
1.0 INTRODUCTION
Among the factors of production, the human resource element of any organization is most strategic and paramount. Performance appraisal therefore, is an important means by which organizations improve their chances of attaining their key operational goals. Employees, who know what and how much is expected of them, are likely to be more effective than those who are unclear about their role. It is in the light of this that organizations these days are becoming more concerned about effective performance appraisal.
Performance appraisal even though, dates back to the Second World War, the challenges of appraisal system are numerous and varied. This research is focused on the challenges associated with the implementation of performance appraisal system at the Ghana National Scheme (GNSS), to recommend solutions to the challenges where appropriate.
The main objectives of the study are to evaluate the current performance appraisal system at the Ghana National Scheme (GNSS). The study has become necessary due to the challenges facing the GNSS with regards to the implementation of performance appraisal system.
The study was conducted entirely through the use of questionnaire, interviews and discussions. The questionnaire and interviews gathered information on staff views on how the current appraisal system at the GNSS is being implemented. Discussions were focused on some issues relating to the study for meaningful analysis.
Results as well as findings indicate that training of supervisors on appraisal and how to monitor the set objectives of the current system is very important for acceptable and sustainable appraisal process.
The overall objective of the Performance appraisal System is to manage and improve the performance of the Public Service by enabling a higher level of staff participation and involvement in planning, delivery and evaluation of work
1.0 INTRODUCTION
Among the factors of production, the human resource element of any organization is most strategic and paramount. Performance appraisal therefore, is an important means by which organizations improve their chances of attaining their key operational goals. Employees, who know what and how much is expected of them, are likely to be more effective than those who are unclear about their role. It is in the light of this that organizations these days are becoming more concerned about effective performance appraisal.
Performance appraisal even though, dates back to the Second World War, the challenges of appraisal system are numerous and varied. This research is focused on the challenges associated with the implementation of performance appraisal system at the Ghana National Scheme (GNSS), to recommend solutions to the challenges where appropriate.
The main objectives of the study are to evaluate the current performance appraisal system at the Ghana National Scheme (GNSS). The study has become necessary due to the challenges facing the GNSS with regards to the implementation of performance appraisal system.
The study was conducted entirely through the use of questionnaire, interviews and discussions. The questionnaire and interviews gathered information on staff views on how the current appraisal system at the GNSS is being implemented. Discussions were focused on some issues relating to the study for meaningful analysis.
Results as well as findings indicate that training of supervisors on appraisal and how to monitor the set objectives of the current system is very important for acceptable and sustainable appraisal process.
The overall objective of the Performance appraisal System is to manage and improve the performance of the Public Service by enabling a higher level of staff participation and involvement in planning, delivery and evaluation of work
References: Ahmed, A., Ahmed S. & Akbar M.F. (2010). Performance Appraisals Impact on Attitudinal Outcomes and Organizational Performance, International Journal of Business and Management Burns, N Credit Union Magazine, (2009). Make Staff Reviews Count, Credit Union Magazine Cochran, W Ghana National Service Scheme, (2014). Ghana National Service Scheme Profile, Ghana National Service Secretariat, Accra, Ghana. Accessed on 27th April, 2014 (www.nssghana.org) Grammig, J. & Sperl, M Grote, D. (2002). The Performance Appraisal Question and Answer Book: A Survival Guide for Managers, American Management Association, Washington, D.C. Henry, E. & Johnston, R., (2008). The Rolling Cross Section and Casual Distribution, University of Michigan Press, Michigan Lamptey R.B Sherman, H. & Vallas, T. (2010). Department of Management Sciences, School of Business Brooklyn Campus, Long Island University. Accessed April 28th 2014 (www.sagepub.com/upm-data/45674_8.pdf)