Examination of the performance appraisal systems at Graphic Communications group limited head office, Accra
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University of Cape Coast
Abstract
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xi, 95p. :ill.
Any efficient performance appraisal schemeshould ensure fairness and aim at giving opportunity for employees to air their views. The objective of the study was, to examine the performance appraisal system as practiced in the Graphic Communication Group Limited and establish its effectiveness and weaknesses so as to suggest ways of improving it. Primary and secondary data were used to accomplish the objective. Instruments used were questionnaire and the methods employed were personal interviews. Stratified and purposive sampling methods were used, and the data was processed and analyzed using comparative analysis framework and descriptive and statistical analysis. The determined sample size was 205. Based upon the staff list asa sampling frame, the lottery method was used to select 205 staff who were then given questionnaires to fill. After persistent calls and regular visits over several months 54 questionnaires were retrieved. The performance appraisal system at GCGLis not very effective, and employees do not know the essence of the entire exercise. In addition the system does not encourage employees to do self appraisal. No meaningfulfollow up is made to assist those who fall below standard. The study concluded that generally the above trend indicates that there is an urgent need for managers of the organization to undertake in-depth training in performance appraisal process. It was therefore recommended that the human resource department should train appraisers in the area of performance target setting. Appraisees should also be encouraged to have access to completed appraisal report.
Any efficient performance appraisal schemeshould ensure fairness and aim at giving opportunity for employees to air their views. The objective of the study was, to examine the performance appraisal system as practiced in the Graphic Communication Group Limited and establish its effectiveness and weaknesses so as to suggest ways of improving it. Primary and secondary data were used to accomplish the objective. Instruments used were questionnaire and the methods employed were personal interviews. Stratified and purposive sampling methods were used, and the data was processed and analyzed using comparative analysis framework and descriptive and statistical analysis. The determined sample size was 205. Based upon the staff list asa sampling frame, the lottery method was used to select 205 staff who were then given questionnaires to fill. After persistent calls and regular visits over several months 54 questionnaires were retrieved. The performance appraisal system at GCGLis not very effective, and employees do not know the essence of the entire exercise. In addition the system does not encourage employees to do self appraisal. No meaningfulfollow up is made to assist those who fall below standard. The study concluded that generally the above trend indicates that there is an urgent need for managers of the organization to undertake in-depth training in performance appraisal process. It was therefore recommended that the human resource department should train appraisers in the area of performance target setting. Appraisees should also be encouraged to have access to completed appraisal report.
Keywords
Performance appraisal, Appraisal systems, Graphic Communications limited,, Human resource management