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dc.contributor.advisorOmbuki, C.
dc.contributor.authorGuantai, Florence K.
dc.date.accessioned2012-03-20T13:10:34Z
dc.date.available2012-03-20T13:10:34Z
dc.date.issued2012-03-20
dc.identifier.urihttp://ir-library.ku.ac.ke/handle/123456789/3415
dc.descriptionDepartment of Business Administration, 79p. The LB 2838 .G8 2009en_US
dc.description.abstractThe study set out to investigate the factors that affect the effectiveness of performance appraisal of teaching staff in TIVET Institutions. Generally it was felt that the current appraisal system in TIVET Institutions did not allow employee participation during the Process. An effective appraisal is one, which an employee is involved in setting the targets, and in evaluating himselflherself. In order to improve the performance of the teaching staff, there is need to establish an effective performance appraisal system, which all employees own. First identifying the factors that hinder the effectiveness of the appraisal exercise and secondly suggesting ways in which improvement would be done would achieve this. The conceptual framework summarized the factors that are likely to affect the performance appraisal of teaching staff in TIVET Institutions. The Objectives of performance appraisal and the extent to which feedback was obtained by the appraised, the appraisal method applied, the process involved, the factors and the reward or outcomes of the appraisal exercise such as promotion, training and rewards all had a bearing on the effectiveness of the staff performance appraisal. The research design adopted a descriptive survey design. The target population comprised of about 350 teaching staff that included TSC staff, part-timers and heads of department who were involved in appraising the staff. A sample size of 40 teaching staff representing 10% of the population was selected using stratified random sampling method for the study. Data was collected using questionnaire method due to its reliability and analyzed using frequency distribution tables, pie charts, histograms and percentages. The study revealed that failure to set performance targets, to involve employee in the . appraisal process, to use rewards after appraising employees and lack of commitment on the appraisal exercise all had a bearing on the effectiveness of the appraisal exercise. The study recommended that the current performance appraisal exercise requires overall change and new modem performance management practices should be embraced. There is need to address issues such as confidentiality and transparency of the appraisal process which contributed to ineffectiveness of performance appraisal in TIVET Institutions.en_US
dc.description.sponsorshipKenyatta Universityen_US
dc.language.isoenen_US
dc.subjectTeachers --rating ofen_US
dc.titleFactors affecting the effectiveness of performance appraisal of teaching staff in Tivet institutions: the case of Kenya Polytechnicen_US
dc.typeThesisen_US


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