Employee perception of performance appraisal: the case of University of Nairobi
Abstract
The topic of this study was employee perception of performance appraisal: the case of the
University of Nairobi. Despite the fact that various people had studied performance
appraisal, none had touched specifically employee perception of performance appraisal at
the University of Nairobi.
A sample of 239 respondents was selected. The respondents were drawn from the six
colleges and central Administration of the University of Nairobi. Semi-structured
questionnaires were administered to the respondents. Primary data was collected which
was summarized and analysed using descriptive statistics and presented in tables, pie
charts and bar graphs.
The study established that whereas there is a performance appraisal system in place, it
faced various challenges and among the factors found to influence employee perception
include the following: lack of clarity on purpose of staff performance appraisal, no link
between performance appraisal results and reward system, lack of communication on
problem areas that require improvement and the none existence of performance standards
among others.
From the foregoing it is concluded that the University of Nairobi's performance appraisal
process is yet to be effective to serve the intended purpose. It is thus recommended that
there should be clarity about the purpose of performance appraisal and reward system be
linked to the performance appraisal results.
Citation
Masters of business administrationSponsorhip
University of NairobiPublisher
school of Business, University of Nairobi