The Impact of Performance Appraisal on Employee Performance Case Study: Uganda Martyrs University (Nkozi)
Author: Nakiyimba May Adriana
Supervisor: Jacinta Bwegyeme Kobusingye
This study was carried out to examine the impact of performance appraisal on employee performance in an organization using Uganda Martyrs University as the case study. The study was guided by two specific objectives, which include the following; to establish the relationship between procedures of performance appraisal and employee, and to examine the relationship between methods of performance appraisal and employee performance.
The Case Study design was used taking Uganda Martyrs University as a case study. Primary data was collected using a questionnaire, which was administered to the respondents. A sample of 100 was drawn from the population of about 200 employees. A total of 60 questionnaires were answered and returned
Data was analyzed using Microsoft excel in form of tables, frequencies, percentages and averages. From the findings, it was established that there was a positive relationship between procedures of performance appraisal and employee performance in an organization, research findings also showed that there existed a positive relationship between methods of performance appraisal and employee performance in an organization.
It was therefore recommended that the university should utilize various appraisal methods so as to completely capture all aspects of the performance of its employees so as to properly identify any key strengths and weaknesses and used these to improve the general performance of employees.
Employees should be consulted and sensitized about the set targets well before they are implemented, this will make them feel part of the team and encourage to work hard and achieve the targets that have been set together.
Policy makers and administrators should try to limit the low levels of performance within some departments that re found wanting to avoid a situation of overall poor performance of the institution by setting up good policies for motivation and structural reviews, for example they should ensure that all required equipment is provided and easily accessible.
The university should set SMART goals and targets that will be easily achieved by the employees who will be motivated to even outperform the set targets rather than setting up obsolete targets that will be hard for employees to hit thereby leading to loss of morale.
The university should provide proper feedback channels through which both supervisors and subordinates can easily share information regarding performance and appraisals of individuals to build team work and cohesion.