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dc.contributor.authorMakunyi, Loise Karithi
dc.date.accessioned2012-03-05T11:32:27Z
dc.date.available2012-03-05T11:32:27Z
dc.date.issued2012-03-05
dc.identifier.urihttp://ir-library.ku.ac.ke/handle/123456789/2984
dc.descriptionDepartment of Business Administration, 56p. The HF 5549 .K4M3 2007
dc.description.abstractPerformance appraisal (PA) is a method of evaluating the behaviour of employees in the work spot, normally including both quantitative and qualitative performance. Every organization has its ultimate aim to achieve set goals and objectives and in their pursuit, efficiency and effectiveness are closely monitored in the utilization or both human and non-human resources, making PA very pivotal in the evaluation or job performance. The purpose of this research was to assess the current performance appraisal system in public secondary schools in order to determine whether its results are used in the implementation of other human resource (HR) practices by the Teachers Service Commision (TSC) body, the employer of all public school teachers. The research design was descriptive and data were collected by use of questionnaires, with both structured and unstructured questions. Two categories of staff were considered in this research sample: the appraisers and the appraisees, Teachers are the appraisees and the principals, District Quality Assurance and Standards Officer (DIQASO) and the District Human Resource Officer (DHRO) are the appraisers. One teacher was selected from every school using simple random sampling. Every principal and a Head of Department from every school participated; the DIQASO as well as the DHRO in the TSC unit. This was done using non-probabilistic sampling technique (purposive). Qualitative and quantitative data were analyzed using descriptive statistics to address each research objective. The results showed that majority of the schools surveyed in Tharaka district attested to the existence of a PA system. The appraisees reported that the PA was done irregularly and that the standards were not above satisfactory. The process was not as effective since it was not participatory. The appraisees said they could accept the results of fair PA system which they can use to improve their job performance. The study recommended that PA be conducted more regularly to enable more consolidated and up-to-date staff records.en_US
dc.description.sponsorshipKenyatta Universityen_US
dc.language.isoenen_US
dc.titleAn assessment of the effects of the current performance appraisal system in public secondary schools in Tharaka districten_US
dc.typeThesisen_US


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