The effect of performance appraisal in human resource development functions in the Kenya Police Service: A case study of Kenya Police Training College, Kiganjo

Abstract

The research report set to investigate the effect of performance appraisal on human resource development functions in the Kenya Police Service, A case study of Kenya Police Training College, Kiganjo. The objectives of the study were to investigate the effect that performance appraisal has to human resource development functions in Kenya Police Training College Kiganjo, while the specific objectives were: To investigate the relationship between performance appraisal and identification of skill gaps for training in Kenya Police College,To determine how performance appraisal relates to remuneration of the staff of Kenya Police College,To assess the extent to which performance appraisal is related to promotion of staff of Kenya Police College,To examine the extent to which performance appraisal relates with manpower planning at Kenya Police College, To find out how performance appraisal is related to placement of staff in Kenya Police College. The research adopted a descriptive research design. The population of the study was 520 instructors of the Kenya Police College Kiganjo. From the above population a sample of 50% was obtained using a stratified random sampling method. Data was collected by use of questionnaire method which will have both closed and open ended questions. Data was analyzed using descriptive statistics including frequency distribution tables, means and charts. At the end of the study the researcher discovered that the relationship between performance appraisal and training (42%), remuneration (38%), promotion (49%), manpower planning (41%) and placement (46%) is weak. The following recommendations were made: encouraging staff to positively take the comments by their senior so as to aid them to improve in their duties, using the information obtained to aid in capacity building, the appraisal should be strictly based on the work performed and. the result areas should be objective, the information obtained from performance appraisals used for developing training programs, the performance appraisal discussions should be open and a mutual agreement should be obtained between the appraiser and appraise and proper communication should be made to make staff clear understand the performance appraisal process.