Assessing the Effect of Performance Appraisal System at Kumasi Technical University, Ghana

Abstract

The study was quantitative and explanatory in nature. The population comprised all the teaching and non-teaching staff of the institution. ASimple Random Sampling techniques was used for selecting the sample from the population. Primary data was collected by administering questionnaires to the teaching and non-teaching faculty members of the school. Data was analyzed using frequencies, mean, standard deviation, one sample t-test and a multiple linear regression. After the analysis, it was found that the interpersonal justice aspect of performance appraisal fairness had a significant effect on employee performance. Staff was indifferent with performance appraisal systems, but according to management, frequently undertaken performance appraisal helps to recognize individual training and developmental needs. For this reason, performance appraisal is undertaken to examine and evaluate the performance of staff of Kumasi Technical University. One key challenge performance appraisal as identified from the management perspective indicated that the assessment of employees does not translate into an enhanced performance management. As part of employee performance, the staff agreed to possess increase knowledge on job, work with little supervision, improved skills due to new learning methods, and committed to work due to new skills acquired.