| dc.description.abstract | This study
sought
to assess the effects of
Performance
A
ppraisal
S
ystem
(PAS)
o
n employee
motivation in the Department of
Tourism (DT)
.
More specifically, the objec
tives of the study
were
to
e
xamine the relationship between promotion a
nd motivation, and
between training a
nd
motivation on employees of the
DT
.
The project targeted officers in Job Group H to T from all the
sections who normally fill Staff Performance Ap
praisal Rep
ort GP247 A (Revised 2008). The
target
population comprised of 100 officers who were then divided into 3 strata. Elements were randomly
selected from each stratum. The selection of each stratum was chosen based on the sample size and i
ts
charact
eristics. Random s
ampling was used to get a sample of 30 percent of the target population. Open
and closed
ended questionnaires were then administered through ―drop and pick later technique‖ on the
randomly selected sample of 30 respondents. Content analys
is was used to identify and code the data into
identifiable themes. The themes were then analyzed for frequency and consistency based on the study
questions. The results suggested that
PAS
acts as an important factor contributing to the motivation of
emplo
yees. The more transparent and objective the performance appraisal
system
is in the public service,
the higher would be the motivation of employees. The results also suggest that promotion and training are
significant factors in motivating employees in the
DT. From the results, this project recommends that
promotion be based on objective evaluation of employees. Additionally, training of officers should also
be need
-
based. Further,
the management
should
provide sufficient feedback on appraisal to enable
emp
loyees identify their strengths and weaknesses.
Finally
, employees should be involved in setting of
targets to establish transparent and objective criteria for appraisal to enable them know the basis upon
which they are being evaluated. | en_US |
