| dc.description.abstract | A performance appraisal, employee appraisal, performance review, or (career) development discussion is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor. A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training.
It is also the judgment of an employee's performance in ajob based on considerations other than productivity alone.There is an increase in the use of performance appraisal in Kenya both in public and private companies yet there is no corresponding information on increase of organization performance. Performance appraisal processes are one of the central pillars of the performance management which is directly related to the organizational performance and have a direct impact on it. Employee performance ultimately affects the organizational performance and objectives. The main objective of the study was to assess the influence of performance appraisal on employees' performance a case of Mumias Sugar Company. A survey research design was used to collect information on the opinions and attitudes of the respondents on the subject.'
The main tools of data collection were questionnaires and interview guides which were administered to employees of Mumias Sugar Company located in Mumias district, Kakamega County in Kenya. A sample size of 70 management staff from the eight department of the company was involved in this study. Questionnaires were sent to the respondents and a follow up done by the researcher for collection and interview.
The data was analyzed using descriptive statistics mainly frequencies and presented in tables. The study found out that performance appraisal had influence on the employees work output where half of the respondents agreed to this. It also found out that performance appraisal did not necessarily lead to improved quality of work by the employees. Less than half of the respondents agreed to this. The study recommends that Mumias carry out further training on performance appraisal targeting both the appraiser and the appraisee to reap maximum benefit from this exercise. | en_US |
