The effect of staff appraisal on employee performance in the ministry of energy
This study sought to establish the effect of staff appraisal on performance of employees in the Ministry of Energy. To achieve the objective of the study, a case study research design was adopted. The employees of Ministry of Energy formed the target population. The population of this study was 319 employees from the Ministry of Energy based at the headquarters. From these, a sample size of 69 employees was selected using stratified random sampling where the employees were grouped into two strata based on their levels within the ministry and their involvement in the staff appraisal process. Both primary and secondary data were utilized for the purposes of this study. Primary data was collected through questionnaires which were administered using drop and pick later method. Secondary data was gathered through a review of published literature on the subject of study and the Ministry of Energy. Data analysis was done using descriptive statistics. Data was presented in tables and figures with narrative explanations. The study findings indicate that staff appraisal has a strong impact on the achievement of performance targets within the Ministry of Energy. On the issue of personal development, the study found that the effect of staff appraisal on personal development within the Ministry of Energy was hardly felt. The study further found that staff appraisal has a great impact on time management of the appraised employees in the Ministry. The study proposes to the Ministry of Energy administrators' to critically reconsider several aspect of the existing staff appraisal process so as to reflect the unique elements of jobs performed by employees in different departments. The study also suggests that the appraisal system within the Ministry of Energy needs to incorporate aspects which will foster and promote teamwork. There is need to tie the staff appraisal process with rewards system. There is also need to hold consultation between appraisers and appraisees to allow clarification in addition to shedding light on the ambiguous areas in the staff appraisal process.