| dc.description.abstract | The performance appraisal system (PAS) is a critical component of the overall human
resource management function in the public service. Public sector reforms have become the
norm in the present world. This has been necessitated by the poor performance of the state
enterprises that have become a burden both financially and administratively. Tax payers have
come out openly demanding the value for their money that is efficient, effective and ethical
delivery of service to citizens.
In Kenya, these public sector reforms have been embraced partly through the signing of
Performance Contracts and Performance Appraisal Systems. Based on this concern, the
research project looked at the influence of performance appraisal system on employee work
output among Adult Education Officers in Meru County, Kenya. It tried to find out whether
employee attitude, employee development and training, performance appraisal reward and
performance appraisal feedback influences work output. The study adopted a descriptive
survey design. The design was used to solicit information from the respondents. Data was
collected using a questionnaire which was administered to the staff of the Directorate of
Adult and Continuing Education, Meru County, who comprised a target population of 170.
The sample of the study was 63 Adult Education Officers representing 37.05% of the target
population. The sampling procedure adopted in this study was stratified sampling and simple
random sampling. The data gathered was presented using descriptive statistics such as
frequencies and percentages. Statistical significance of variables was analyzed by use of
correlational analyses. The study established that employee attitude, performance feedback,
employee development and training as well as performance feedback contributes to employee
work output among Adult Education Officers in Meru County. The study recommends that
employee (staff) factors need to be built into the appraisal by incorporating performance
feedback, skills, rewards and attitude as a basis of the appraisal process. There is also need to
link the current appraisal system with the various aspects of organization development | en |
