Assessment of Use of Performance Appraisal Results in Management Practices: A study of Performance Management System in Tanzania Public Organizations (Published)
One of the central doctrines of performance management system (PMS) is the generation of performance appraisal results or information required for decision making in the organization. Based on the implementation of performance management system, it is expected that performance appraisal results in the organizations are categorically reported and critically analyzed making the management team better informed on its ultimate use for decisions making to improve performance and service delivery. The concern of this study is how performance appraisal results are used in the day to day management practices in public organizations. Do the top management officials in public organizations produce performance appraisal results, and at the time of decisions making use, for example in the resources allocations, appointment of employees to higher positions in the organizations and accountabilities? Using interview and questionnaires, a study was carried out in six public organizations. During the study process, top management officials responsible for PMS implementation and senior staff members were subjected to face-to-face interviews on generating and using performance appraisal results and its contribution to organizational performances. Additionally, self-administered questionnaires were given to 300 informants. The analysis of data reveals critical weakness in utilizing performance appraisal results for decision making. Moreover, the critical analysis confirms that public organizations are more inclined towards employing performance appraisal results or information for when there are promotions and other salary adjustments as compared to punitive measures for work underperformances. The study recommends that it is worthwhile for public organizations to pursue implementation of performance management system that generates performance appraisal results as contributes to improvement of performance and service delivery.
Factors That Influence the Effectiveness of Performance Management System Adoption in Organisation (Published)
The focus of this paper is to review and discuss the main factors that influence the effectiveness of Performance Management System in organisation. Performance Management System can be viewed as one of the most important and constructive developments that has gained momentum in the recent years. Consequently, it has become crucial for many organisations in their quest to improve and enhance their competitiveness through its introduction and implementation. Public and private organisations are gradually moving towards the adoption of Performance Management System as it provides an integrated and coherent range of Human Resources processes which can be supportive in terms of contributing to the overall improvement of organisational and individual performance. A number of key factors are responsible for the effectiveness of Performance Management System and they are critically discussed in this literature study. The study reveals that factors such as balance scorecard, training, top management commitment, employee engagement, reward management, enterprise resource planning, culture and behaviour influence the effectiveness of a Performance management System adoption in organisation.