Performance measurements in organizations: a case study of selected organizations in Embu district, Kenya
Kamundi, Leonard Muthengi
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All organizations, be they large or small, have the purpose for which they were established and why they exist. This purpose is enshrined in their mission and vision statements, goals, objectives and their standards of achievements. Organizations can only achieve their objectives if all employees are doing what they are expected to do. However some organizations do better than others. In Kenya, there have been a lot of complaints from the public about the quality of services they receive from government organizations. Civil servants have been accused of being insensitive, demoralized and ineffective. Thus incapable of propelling the organizations to meet the purpose for which they were established. Therefore it is important to ask, whether organizations in Kenya have mechanisms in place measure employee performance? What parameters do organizations use to measure employee performance? And how do organizations use the information they from employee performance measurements? This study focused on employee performance measurements in selected organizations in Embu District. The study looked at whether organizations measure employee performance, what parameters they use to measure employee performance and to what use the organizations put the information they generate from employee performance measurements. Thirty five organizations with thirty and above employees were studied. The organizations were drawn from both the private and public sectors. A questionnaire with both open-ended and closed-ended questions was used to collect data. Face to face interview was done in some cases. The study found out that organizations measure employee performance. However, most organizations do not put measurements results to the use that they are intended. Furthermore, the people who administer employee performance measurements are not responsible for taking action in relation to those results. Organizations also do not give immediate feedback on employee performance measurements. This reduces the effectiveness of the measurement system. Organizations should always ensure that employee performance information is communicated in time to enable compliance. In addition, employee performance measurements information should always be used for the purpose for which it was intended. Government organizations and municipalities can learn the management of employee performance measurements information from the private organizations and the non-governmental organizations who according this study do better.