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ER Mollel
LS Mulongo
M Razia

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ER Mollel
LS Mulongo
M Razia

Issues in Business Management and Economics
Vol.5 (4), pp. 60-69 May, 2017
ISSN 2350-157X
Available online at https://www.journalissues.org/IBME/
DOI:https://doi.org/10.15739/IBME.17.007
Article ID/BM/17/014/10 pages
Author(s) retain the copyright of this article. Author(s) agree that this article remain permanently open access under the terms of the Creative Commons Attribution License 4.0 International License.



Original Research Article

Perception of public service employees on performance appraisal management in Muheza District, Tanzania

*1Mollel Eliphas R., 2Mulongo L.S and 2Razia M.

1Head of Human Resources and Administration Officer, The Local Government of Tanzania, Karatu District Council, P.O.Box.190, Arusha, Tanzania.
2Department of Development Studies, School of Human Resource Development, Moi University, P.O. Box. 3900-30100, Eldoret Kenya.

*Corresponding Author E-mail: molleleliphas1976(at)gmail.com



date Received: April 20, 2017     date Accepted: May 5, 2017     date Published: May 17, 2017


 Abstract

This paper investigates the perception of public service employees on performance appraisal management system in Muheza District in Tanzania. The target population was 2232 employees and a sample of 339 was randomly selected. The questionnaire and interview schedules were validated by experts before actual data collection. Cronbach’s Alpha ranging between 0.76 and 0.95 ensured acceptable reliability of the questionnaire. The study concludes that though training and development are perceived to be essential for effective job performance, their modalities were not effective. Also, though promotion is perceived to be an important ingredient for effective individual performance, appraisal recognition seemed to lead employees to get satisfied with their jobs. Since training and development are essential for effective job performance, management in the public service should ensure that modalities of training and development are effectively planned while training and development policy are linked to individual performance. Finally, management should promote employees regularly as promotion is perceived to be an important ingredient for effective individual performance, something which may increase their productivity.


Key words: Appraisal, employees, management, perception, performance, public service


Mollel et al.