Assessing the Role of Appraisals on Employee Performance in an Organization: a Case Study of Southern Nyanza Textile Company

Abstract

This thesis entitled “Assessing the role of appraisals on employee performance in an organization” is presented as a result of a research that was carried out at Southern Range Nyanza Textile Company. The study was based on three specific objectives, i.e.; to draw the relationship between justice and fairness towards employee performance; to examine the role of job satisfaction towards employee performance; and to determine the role of employee support towards employee performance. The study was in form of descriptive and explanatory research designs, with a study population constituted of managers and employees. A study sample of 118 respondents was chosen, using purposive sampling method. Interviews were used in collecting both primary and secondary data. The collected data was analyzed using quantitative methods.

The study found out that there is an equal evaluation process for all the employees; administrators are neutral when conducting assessments; promotion is based on merit; every employee is shown the results of his/her appraisal; the employees have trust in the results of the appraisal process; and the appraisal process is not done to punish staff members but rather to encourage them to work harder. It also found out that employees are happy with their respective job tasks, employees are rewarded fairly and their efforts recognized, there is effective communication and mechanisms of conflict management, employees are given all the necessary tools required to do their jobs; there is an effective employee mentorship program; and employees have a chance to further develop their careers.

The researcher reached a conclusion that there was fairly regular appraisal carried out in Southern Range Nyanza Textiles Company, that there is a clear and significant relationship between justice/fairness and employee performance, that there is a relationship between job satisfaction and employee performance and between employee support and employee performance. This is so because from the findings, it’s clear that if employees feel that they are treated fairly, and they are satisfied and supported at their jobs, then they perform better. She recommended drawing clear targets, roles and responsibilities for employees, organization of performance appraisal system be tied to the reward systems, and setting of minimum performance standards.

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