An investigation on performance appraisal practices and implementation in faith based organizations- a case study of church army Africa, Nairobi 2008-2013
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Date
2014
Authors
Kimolo, Benjamin Kaviku
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Abstract
Human Resource management is crucial to organization's performance. Employee's
performance management is thus an organizational asset because it is a key factor in an
organizational success or failure. This prime contribution creates a niche on how an organization
can sustain or enhance their performance. To address this issue organizations use evaluative
procedures to ensure that potentially troublesome areas are put under spotlight. At the individual
employee level, this measure has been labeled as performance appraisal (PA). The important role
PA plays in influencing organizational outcomes has encouraged researchers to explore new
horizons in this discipline in the 21st century. Despite being recognized as a highly important
factor in employee and organizational development, PA is often poorly practiced and
implemented. The study aims to investigate the practices and implementation of PAin faith
based organization CFBOs) from 2008-2014, a case study of Church Army Africa (CAA) an
Anglican Church mission based organization with its headquarters located in Nairobi. The CAA
employees persistently have complained that the current PA practices and implementation in
CAA is tailored for layoffs and punishment. The tentative question is why there are continuous
complaints from employees about the Church Army Africa PA. The proposed study used
conceptual frame work developed by Cardy and Leonard (2011) of performance management
process. The study has used descriptive survey where the researcher utilized simple random and
purposive techniques sampling to sample 68 respondents. This included 4 top management, 17
middle management and 47 other staffs. Data was analyzed through frequencies, percentages,
mean and standard deviation where applicable. Data was presented through frequency tables, line
graphs, pie charts and bar charts where applicable this was done through use of statistical
package for social sciences (SPSS). The hypotheses were tested using correlational analysis. The
model test results indicated that: There is no solid historical development of performance
appraisal practices in CAA, CAA has not employed a consistent process and method in
performance appraisal practices. Performance appraisal outcomes have not been effectively and
efficiently implemented in Church Army Africa and finaly there are significant challenges faced
in implementation of performance appraisal in Church Army Africa. Therefore, the research
approved the first two hypotheses and disapproved the third and the fourth hypothese-so The
research findings are expected to assist the Human resource managers to counsel employees on
improving/maintain job standards. Employees will benefit since they will be able to identify their
strengths, weakness and performance gaps hence improve on them. Questionnaires were used as
the main data collection instrument. Complete instruments were assembled, edited, coded and
interpreted in relation to the research objectives. Appropriate interpretation, findings and
recommendations was done accordingly. Qualitative analysis was presented using tables, charts
and graphs. Out of 68 sampled population only 50 responded, amounting to satisfactory response
rate of 73%. Majority of the respondents were males at (69.8%) and·(31.2%) females. The study
found out that CAA had employed relatively old and mature labour force of human resource
managers with majority being between 45-60 years. The gender disparity is very high with many
employees being male. The study found out that majority of senior employees had worked for a
period of more than 10 years but their education level was low than the junior employees.
Different PA methods have been in practice in CAA for more than 10 years, the current one
being annual review. The research also found that the major PA challenge is the competence of
the appraisers. Therefore, they need relevant training and the current PA methods need to be
replaced with Management by objectives system.
Description
Master of Arts in Department of Public Policy and Administration , 88p. May, 2014