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dc.contributor.advisorBett, S. K.
dc.contributor.advisorNgaba, D. K.
dc.contributor.authorChoge, Elphas
dc.date.accessioned2012-03-26T13:13:23Z
dc.date.available2012-03-26T13:13:23Z
dc.date.issued2012-03-26
dc.identifier.urihttp://ir-library.ku.ac.ke/handle/123456789/3513
dc.descriptionDepartment of Business Administration,68p.HF 5549.5 .P35C46 2010
dc.description.abstractThis research paper sought to conceptualize the effect of employee's appraisal on their performance at Horticultural Crops Development Authority. The paper also sought to determine whether employee relations and teamwork, motivation and competence (skill) development and training as affected by employee appraisal, had lead the employees of Horticultural Crops Development Authority to improve their performance at work place. The paper explored the importance of employee appraisal on employee career progression and corporate performance, while addressing the problems and challenges experienced while carrying out employee performance appraisal, in order to provide suggestions on the corrective improvement steps where necessary. Descriptive survey was used to carry out the research. A sample size of two hundred and eight (200) employees was used, comprising, the management staff, technical staff, marketing and systems analysts staff, human resource and administration staff and finance staff who were selected using stratified sampling techniques of ration 0.5(50%) across the staff categories of employees who participated in the study. Observation and oral interview of a third (1/3) of each sample category of staff was used as primary source of data. Books, journals, published and unpublished thesis and dissertations, magazines, abstracts, periodicals, computers search and the internet was used by the researcher as secondary data sources. Closed and a few open ended questionnaire was used to collect data. Descriptive statistics mainly frequency and cross tabulation was used to analyze the data. Statistical package for social sciences (SPSS) was also applied to enhance the data analytical process. Appropriate interpretation, findings and recommendations was later done accordingly. While carrying out the research, the following limitations were encountered; other respondents failed to respond to the questionnaire on time and the researcher had difficulties in obtaining adequate information from the empirical studies done on the researched area. The output from this research were; improved employee work performance, enhanced employee relations/teamwork, identification of relevant training and development and enhanced staff morale and motivation at HCDA. The outcomes of this study are widely supported by other empirical and secondary data discussed in the literature review. The study shows that despite of the varied thoughts and opinion by the respondents on the effects of appraisal systems on employee work performance at HCDA there was a general consensus that performance appraisal system though marred with myriad challenges, it remains an important management tool that greatly influence employee work performance. It is on this premise that the researcher recommends further research on performance appraisal systems and especially on the methodology and approaches.en_US
dc.description.sponsorshipKenyatta Universityen_US
dc.language.isoenen_US
dc.subjectHorticultural Crops Development Authorityen_US
dc.subjectPersonnel management
dc.titleThe effect of appraisal system on employee performance in Horticultural Crops Developement Authorityen_US
dc.typeThesisen_US


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