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Please use this identifier to cite or link to this item: http://hdl.handle.net/123456789/1121

Title: EMPLOYEES’ PERCEPTION OF THE PROBLEMS AND PRACTICES OF EMPLOYEE PERFORMANCE EVALUATION: a Case study of Awash International Bank (AIB)
Authors: ZELALEM, BAYISA
Advisors: Dr. TILAHUN TEKLU
Copyright: 2007
Date Added: 18-May-2008
Publisher: Addis Ababa university
Abstract: Abstract This project is designed to assess the perception of employees towards the practices and problems of performance evaluation in Awash International Bank To this end; the study has the objective to assess the perception of employees towards the problems and practices of performance evaluation. On the basis of data collected through questionnaires and interview which are founded on the theoretical assessment of related literatures; I have tried to unearth some of the real problems of appraisals based on the opinion of the ratees in that particular organization. The questionnaire was distributed to 80 employees of the bank working in four branches: Bole, Head office, Stadium and Arat Kilo branches in which only 65 were fully completed and returned. The questionnaire was distributed to the employees on the basis of convenience sampling based on the willingness and cooperation of the respondents. The data collected were analyzed using SPSS software. On the basis of the data obtained from the respondents, the study identified the lack of transparency both during the evaluation and after evaluation as its major findings. Almost all the participants vented out that they are not allowed to see the result of their ratings. As a result, they do not have a confidence on the appropriateness of the evaluation to make crucial human resource decisions. The lack of clarity of performance evaluation criteria and the subjectivity involved in the evaluation which resulted in role ambiguity and frustration among the employees were identified to be the other problem of performance appraisal in Awash international bank (aib). On the other hand, the subjective nature of the standards against which the performance of employees are judged lead raters to manipulate the evaluation for their own personal agendas. The universal purpose of performance evolutions across the board were also common problems in the system. The performance evaluation forms do not reflect the performance of the employees as they can be irrelevant for some jobs. Moreover, through my research I have discovered that raters usually do not continually record or document the performance of employees over the evaluation period. In this regard, it was identified that raters evaluate the performance of employees on the basis of recent behaviours. Based on the findings of the study, I have forwarded some recommendations so that if they are used by the bank will give them an insight as to the practice and its associated problems of performance appraisal in the organization.
Description: A project paper submitted to the school of graduate studies of AAU in partial fulfillment of the requirements for the degree of Masters of Business Administration [MBA]
URI: http://hdl.handle.net/123456789/1121
Appears in:Thesis - Business Adminstration

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