77 Records out of 22207 Records

Factors influencing the effectiveness of performance appraisal system in National Bank of Kenya, head office Nairobi county

Author: Toroitich, Jeremiah Mutai

Awarding University: University of Nairobi, Kenya

Level : MA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: National Bank of Kenya/Commercial banks/Performance appraisal ;

Abstract:

Performance appraisal system is important to any organizational work performance; it determines the organization's success or failure. The aim of this study was to evaluate the factors that influence the effectiveness of performance appraisal system at National Bank of Kenya. A series of financial underperformance while an enhanced Performance Appraisal System was in existence formed the basis of the statement of the problem. The research objectives included to; establish whether the attitude of the appraiser and those who are appraised influence the effectiveness of performance appraisal in NBK, Head Office Nairobi, determine whether the appraisal design and the process of conducting affect the effectiveness of appraisal system used in NBK, Head Office Nairobi, find out if employee preparedness and training influence the effectiveness of performance appraisal in NBK, Head Office Nairobi, establish whether performance feedback influence an effective performance appraisal exercise and to find out if linking payor rewards to performance appraisal system influences its effectiveness. The dependent variable was effectiveness of performance appraisal system while the independent variables included; attitude of the employees, performance feedback, the design of the appraisal system, training and linking rewards to Performance Appraisal System. The target population was the employees of National Bank of Kenya Head Office Nairobi. Structured questionnaires and interview schedules were used to collect data and later analyzed using SPSS. The researcher used descriptive research design and a sample size of eighty employees was used out of the possible two hundred and forty at Head Office Nairobi. proportionate stratified sampling was the appropriate sample design applied. The key findings were:Firstly;the attitude of the supervisors and the appraised which needs. to be changed.Majority of the subordinate staff disagreed and remained neutral on attributes related to their attitude while managers agreed with these attributes in a way to justify on how they deliver on their managerial duties. Secondly, is the design of the appraisal form.Analysis results revealed that the appraisal form was designed without participation of employees and its goals were not meaningful measures to the employees. From this description, it was possible to infer that the standards against which employees'performance were judged were vague and highly subjective if these employees did'nt understand its goals as meaningful measures. Thirdly was training of employees. Lack of sufficient training across all cadres of employees was revealed through the analysis which the researcher carried out. The other important factor that affected effectiveness of performance appraisal system at National Bank of Kenya was performance feedback. A good number of respondents strongly agreed that they hardly received meaningful feedback therefore they could not capitalize on their strengths and improve on the weak areas. Finally; it was linking rewards to the performance appraisal results. The analysis of the results revealed that although this practice existed, employees were given bonuses related to performance on a flat rate. This in particular showed that the system could not distinguish between performers and non performers. Majority of the respondents also claimed that the performance results were biased and that these particular bonuses will not be enough to motivate them to perform better or sustain the same performance in future.

Level of teachers' efficiency in work performance in public secondary schools in Wajir-North District-Kenya

Author: Wanjala, Edwin

Awarding University: University of Nairobi, Kenya

Level : MED

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Secondary school students/Wajir North District/Educators/Performance appraisal/Secondary education/Teaching ;

Abstract:

Teachers play a vital role in the implementation of the education plans at school level. This role is sometimes challenged by the level of teachers' efficiency in work performance where the educational resources are scarce. Teachers face challenges of the optimal use of the available resources in the production of maximum output. The purpose of the study was to determine teachers' efficiency level in the work performance in public secondary schools in Wajir north district, Kenya. The study was guided by five research objectives based on teachers' level of lesson preparation, utilization of the teaching-learning time, classroom management strategies, evaluation strategies on students and leamer-centered strategies as monitoring tools for efficiency in the provision of education in public secondary schools in Wajir north district. The study used descriptive statistics in which questionnaires, classroom observation schedule, document analysis and check list were used as data collection instruments. The target population was all teachers, head teachers and students in three public secondary schools in Wajir north district. The study targeted 3 head teachers, 30 teachers and 600 students from all head teachers and teachers were purposively sampled as they were few and key informants to the study. 234 students were randomly selected. Convenient sampling was used in classroom observation schedules. The data collected were analyzed using both descriptive statistics (frequency distribution tables, bar graphs, pie charts, frequency counts and percentages) . Research findings indicate that teachers to large extent prepared for lessons and utilized the teaching-learning time well as monitoring tools for efficiency in the provision of education in public secondary schools in Wajir north district. The study also established that teacher evaluation strategies on students and classroom management strategies as inputs in the teaching-leaming process were generally good as monitoring tools for efficiency in the provision of education in public secondary schools in Wajir north district. The study further established that leamer-centered teaching-leaming strategies were not utilized by most of teachers as a monitoring tool for efficiency in the provision of education in public secondary schools' in Wajir north district. The study therefore recommends proper planning and monitoring of the teaching leaming process in order to realize the set educational goals and objectives. The study further recommends proper planning of education to include in-service programmes for teachers to improve their teaching skills to enhance their efficiency in work performance.

The effect of recruitment practices on employee performance in small service firms in the information technology sector in Kenya

Author: Kiruri, James K.

Awarding University: United States International University-Africa, Kenya

Level : MBA

Year: 2012

Holding Libraries: ;

Subject Terms: Personnel selection/Hiring/Recruitment/Performance appraisal/Small business/Information technology ;

Abstract:

ABSTRACT NOT AVAILABLE

The impact of continuous evaluation on performance management

Author: Kariuki, Irene Wambui

Awarding University: United States International University-Africa, Kenya

Level : MBA

Year: 2012

Holding Libraries: United States International University-Africa Library ;

Subject Terms: Impact analysis/Performance appraisal/Performance management ;

Abstract:

ABSTRACT NOT AVAILABLE

Performance based pay practices among small and medium enterprises in Nairobi Central Business District

Author: Kendi, Mary

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Performance appraisal/Pay for performance/Small business/Central Business District, Nairobi, Kenya ;

Abstract:

Performance based pay is employee remuneration based on performance achievement of predetermined target, aimed at encouraging and rewarding superior performance. With the acceleration of globalization, the small and medium enterprises have had to compete in the global market by developing competitive advantages which are affected by costs and quality. This study was to determine and shed light on the various types of performance based pay practices applied in small and medium enterprises in Nairobi Central Business District and better understand the processes and challenges involved in the design, implementation and evaluation of the practices and their link with the enterprises' policies. This study used cross-sectional descriptive survey design. The population comprised the 1,565 small and medium enterprises in Nairobi Central Business District which is the area between Uhuru highway, Haille sallasse Avenue, Moi Avenue and University way. This research study used 10% of the population as the sample size, which results to 156 from the population of 1,565 where simple random sampling technique was applied. Primary data was collected using a questionnaire. As data collected was mainly quantitative, descriptive statistics were used to summarize the data by use of percentages and frequencies. The study concludes that there are various performance based pay practices that are used in small and medium enterprises. There are various methods used to determine the effectiveness of performance based pay practices in the enterprises. There is need for the small and medium enterprises to be more innovative in selecting the performance based pay practices aimed at increasing employee satisfaction. The Government needs to initiate administrative support and financial incentives to induce small and medium enterprises to adopt such performance based pay systems. There is need of establishing an effective performance based pay system linking remunerations to productivity and or performance which is crucial among small and medium enterprises as it will ensure a Win-win situation for both employers and employees.

Employee perception of the performance appraisal process in Telkom Kenya Limited

Author: Ndung'u, Jane Mumbi

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Employees ; Perceptions ; Performance appraisal ; Telkom Kenya Limited ; Telephone companies ;

Abstract:

Performance appraisal has increasingly become part of a more strategic approach to integrating Human Resource activities and business policies. In order to ensure continued efficiency and effectiveness of members of staff each organization has to carry out employee performance appraisal from time to time so as to keep them in check and replace, motivate, retrain or take any other appropriate action. The objective of the study was to determine employee perception of the performance appraisal process in Telkom Kenya limited. The study adopted descriptive survey research design. The population of the study consisted of all Telkom Kenya employees. The study used primary data which were collected through selfadministered structured questionnaires. The data was analyzed and presented using mean and percentages. The findings of the study was that the employees of the study were not satisfied with performance appraisal process in the organization as individual objectives were not clearly communicated to the employees, they were not involved in setting targets, do not receive feedback after every performance review, the rater do not hold reviews periodically on performance, no communication on the purpose of performance appraisal process, employees were not given reasonable deadlines to achieve targets, opportunity was not given to suggest improvements on the performance appraisal process and that training needs are identified through formal performance appraisal mechanism. The study further revealed that a number of aspects touching on employee perception on performance appraisal were not accorded adequate 'attention at Telkom Kenya. These include; whether it motivates employees, opportunity to discuss performance appraisal results, appraiser being fair and objective during the performance appraisal exercise, investment in training, appraisers being professional, alignment of performance appraisal and career growth, knowledge of employees' career aspirations, investment in research to continuously improve the performance appraisal process, allocation of funds for planning performance appraisal, offering performance related coaching and counseling sessions and alignment of compensation and reward system with performance appraisals.

Perceived factors affecting performance of customer service staff in Water Resources Management Authority

Author: Nyambura, Susan

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Customer services ; Employees ; Performance appraisal ; Water Resources Management Authority (Kenya) ;

Abstract:

In an organisation, people are the key resources through which all other objectives are achieved. Without united human efforts no organisation can achieve its goals. Employee performance is considered as one of the important factors of production. It has become commonplace to say that the management of human resources is and should be a partner in developing and implementing an organisation's strategy. Organisations today are grappling with revolutionary trends; accelerating product and technological change, international competition, deregulation, demographic changes, and a shift towards a service society. These trends have increased dramatically the degree of competition in virtually all industries. Organisations will either be forced to become competitive high-performers or will be phased out by their competitors. The public sector institutions in Kenya is characterised by poor customer service leading to a lot of dissatisfaction and loss of revenue. This has prompted the need to draw more attention to customer care and redefine service quality from the customer's perspective. Fletcher identified challenges of having an efficient customer service as dependent on staffing policies, motivation, remuneration and ability of staff to adopt new technologies. This study focuses on identification of the perceived factors affecting the performance of customer service staff at Water Resources Management Authority. The study included administering questionnaires to a hundred and fifty staff of Water Resources Management Authority comprising of front office staff, enforcement/commercial services staff and management. Completed questionnaires were then edited for completeness and consistency and then analysed/interpreted using descriptive statistics. The research findings were that the performance of customer service staff at Water Resources Management Authority is low due to lack of training opportunities for all staff members, lack of training tailored to the needs of the staff, lack of recognition of staff performance and uniform compensation of all staff regardless of their performance. This has contributed to low motivation of customer service staff negatively affecting their performance.

Influence of capacity-building on service delivery by Chiefs in Imenti North District, Meru Kenya

Author: Mbogo, Moses Njeru

Awarding University: University of Nairobi, Kenya

Level : MA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Imenti North District ; Public administration ; Government employees ; Performance appraisal ; Quality of service ;

Abstract:

This research project aims to determine the influence capacity-building on service delivery by chiefs and assistant chiefs in Imenti North District, Kenya. The research study sought to add knowledge on the relationship between capacity-building versus the performance of the chiefs and assistant chiefs based on the following independent variables; training, performance management, team building, and motivation. The study employed descriptive survey design to observe, describe and document aspects of situations as they naturally occur. Stratified sampling was used to select element for the study. In order to collect responsive data, both primary and secondary data collection methods were applied. A questionnaire was administered to chiefs and assistant chiefs of Imenti North district. The organized data was interpreted in order to derive a meaning. Quantitative and qualitative data analysis techniques were employed to analyze and interpret the collected data. Both descriptive and inferential statistical analysis techniques were use. Lastly the analyzed data results were presented using tables, charts, and graphs. The findings of the study were, capacity building influence on employees' performance and hence effectiveness in service delivery. Training enhances possession of appropriate skill and knowledge. Performance appraisal has been established to influence performance of the employees when conducted objectively. Team -building was found to enhance performance of chiefs. Motivation of chiefs as strategy of capacity building is an effective contribution to organization performance.

Relationship between strategic change management and employee performance at the Ministry of Finance, Kenya

Author: Maboko, Abigael

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Strategic management ; Organizational change ; Performance appraisal ; Ministry of Finance (Kenya) ; Government agencies ;

Abstract:

The world is always changing with time, and managers face complex and challenging pressures and opportunities. Faced with stiffer competition and dizzying technological advances, companies often must change course to stay competitive. The changes must inevitably improve employees performance, however in order to achieve high performance through employees, the organization must consider them as assets and must treat them with attention so that they become productive (Harington, 2003). The purpose of the study was to investigate the relationship between strategic change management and employee performance at the Ministry of Finance, Kenya. The study sought to answer the question how does strategic change promote employee performance at the Ministry of Finance in Kenya? The study will be significant to the Ministry of Finance, other public service organizations and even the private sector will be able to gauge the adequacy or capability of major responses to the ever-increasing changing environment in the public service, the face of deregulation and liberalization and how they can apply them in challenging environmental surrounding in their day-to-day business. The study will facilitate individual Researchers to identify gaps in the current research and carry out research in those areas. The Research Study used case study research design in collecting the data from respondents. Data was collected from five key departmental heads using an interview schedule, the data was then analyzed using content analysis and presented as descriptive notes. The departments included; the accountant general, director of administration, director of budgetary supply, director external resources and the internal auditor general. The study established that employees job performanceis crucial to thy ministry' overall . performance; employees' awareness of change lacks in the ministry due to bureaucracy that is within the ministry as decisions and communication go through several layers. During and after change management the organization requires different sets of skills to achieve certain level of performance; employees who remain after the change process are left with a huge work load and this places them under extreme stress and that during the period of strategic change in the ministry the nature and content of jobs change which affect individual employees' performance. There is need for the ministry to provide adequate support and development to managers to help drive change through the organization; to reduce the levels of uncertainty in the organisation and facilitate acceptance and improved performance by communicating to employees. Employees who are affected by organizational changes need to be trained and also be given the opportunity to vent their feelings through consistent communication and listening process. There is need for constant review of the job performance levels of the employees who are handling redesigned jobs so that they can be able to take remedial action in case of poor performance by the employees.

Performance based compensation practices among commercial banks in Kenya

Author: Muchai, Peninah Wanjiru

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Pay for performance ; Performance appraisal ; Commercial banks ; Banking industry ;

Abstract:

The economic environment today is rapidly changing and organizations are faced with globalization. To compete effectively, organizations must continually improve their performance by reducing costs, innovating products, improving quality, increasing productivity of staff and efficiency in operation. Commercial banks in Kenya are faced with issues of productivity, competition for customers, efficiency in operation, trade unions and high staff turnover. Such issues must be dealt with. Commercial banks must implement motivational structures that will attract, retain and motivate employees thus the objective was to determine performance based compensation practices among large commercial banks in Kenya. The study used across-sectional descriptive survey design. The study targeted all the commercial banks in Kenya. Primary data was collected using a questionnaire. The analysis involved descriptive statistics and content analysis. Content analysis was used to analyze the responses from the interviews. The r study findings were that the managers disagreed that on stock ownership, employees are rewarded with company stock as an outright grant. They also agreed that the piece rate system did not pay a higher piece rate wage if employees produced more than the standard. The study concluded that commercial banks practiced performance based compensation. It also concluded that stock ownership plans were based on the company's performance asmeasured by firms' stock prices. There were doubts as to whether employees were rewarded with company stock as an outright grant. The study recommended that organizations must align their compensation and reward systems with performance, for when they do, they will increase productivity and achieve sustainable growth.