Employees perception on performance appraisal process in G4S Kenya limited
Korir, Frankline K K
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Performance appraisal is a key human resource management function which is viewed as a subset of performance management. It is significant for organizational growth and development and is instrumental for an organization to remain competitive. The objective of the study was to establish employees’ perception on performance appraisal process in G4S Kenya Ltd. The population was 450 employees as per July 2013 payroll. Descriptive survey was used in the study. The study population focused on four departments Manned Security, Courier, Cash in Transit and Human Resource Department. A structured questionnaire was used to collect data. Data was analyzed using descriptive statistics. The study established that the respondents were aware of the performance appraisal process as it was clearly defined. Most of the respondents had a positive perception about performance appraisal process which included appraisers being fair, employees involved during target setting, offering a corrective action to improve on their performance. Majority of the respondents however, had a negative perception concerning feedback where most of the employees do not receive enough feedback to enable them know what their performance levels are and also do not receive training as remedial measure towards gapping their missed targets. The study concludes that though performance appraisal has generally been embraced in the organization, the way the exercise is managed is a problem and management should ensure that all the stages of appraisal should be taken into full consideration so that both the employees and the organization achieve the set targets. The study recommends that managers and supervisors ensure that employees receive proper feedback, provide training after feedback has been received to improve on the employees’ knowledge and skills, supervisors should recognize that employees have different abilities and should consider during target setting. The main limitation of the study was that the findings were limited to the perception of the respondents and this makes it difficult to generalize the findings to the non respondents. The study recommends that studies be done on the factors affecting employee perception on the performance appraisal process in other organizations.