| dc.description.abstract | Many organizations are faced with various challenges as they endeavor to gauge and improve
employee performance. Organizations overall performance is affected by individual and group
performance of its employees. Performance Appraisal system (PAS) is a critical component of
the overall human resource management function in the Kenyan Public Service. It is predicated
upon the principle of work planning, setting of agreed performance targets, feedback, reporting
and is linked to other human resource management systems and processes including staff
development(Devries et al, 1981).
The objective of the study was to assess employee perception of performance appraisal in the
Department of Immigration with specific emphasis on the Headquarters and at the Jomo
Kenyatta International Airport which are the Departments` two stations in the Nairobi Region.
A case study was deemed appropriate as the Department of Immigration was fairly
representative of the Ministries in the public service and thus the findings could be applied to the
public service. The research methodology was descriptive with a sample of 158 employees
drawn from four stratums, namely the heads of departments, immediate supervisors, officers
other than heads of departments in each grade and other supervisors and staff.
The study findings revealed that though performance appraisal on paper was built on solid
principles, its implementation as relates to the scope of application, highlights of the old
performance appraisal system, implementation of the new system, training as a direct result of
performance appraisal, advantages and shortcomings of appraisal in the Department including
use of the form GP 247, appraisal interviews, feedback process and quality and the relationship
between appraisal and performance, motivation, reward and sanction management to a large
extent falls short and thus greater sensitization was required to harness its full potential and
benefits.
Key Words- Public Service, Performance Appraisal System, rewards management, sanctions,
organizational performance, feedback, performance, perception and motivation | en |
