Human Resource Management
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Browsing Human Resource Management by Subject "Alignment"
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Item Assessing Employees Performance Management System of Hilton Addis Ababa Hotel(Addis Ababa University, 2016-05) Girma, Selamawit; Jabana, TarikuThe main purpose of this study is to assess employees Performance Management system of Hilton Addis Ababa Hotel. The study tried to address the basic questions of how the alignment is made between organizational goal and employee’s goal, how the planning, execution, assessment and review process was handled and identifying the purpose of having PMS in Hilton Addis Hotel and challenges faced while implementing performance management. To answer these questions descriptive survey research design has been deployed by using both quantitative and qualitative research approach. The total number of staff at Hilton Addis Ababa Hotel is 765 and for this study simple random sampling technique was used to take 240 employees to fill in the self developed questionnaire, which is the main data collection instrument. The data gathered from the questionnaire were compiled by using SPSS software. Descriptive statistics method was used for analyzing data obtained from questionnaire and data gathered from interview. The result of the analysis was presented using tables. The main findings of the study revealed that organizational goals were not fully aligned with organizational and individual goals, participation of employee’s in the planning, execution, assessment and review stage of performance management is not across all employees of Hilton Hotel, lack of capacity of raters to take PMS, lack of regular feedback, The Hotel did create a room for the practice of setting goals and standards of performance measures on the basis of mutual agreement between employees and supervisor and doesn’t allow employees to agree on the goals they are expected to achieve. In addition the process and objectives of performance management in Helton hotel are not described clearly for its employees, Employee performances are not recognized and where possible rewards for performance and punishment for non-performance haven’t been well introduced. Employees doesn’t get an opportunity to know about the benefits of performance management system, why evaluation is needed, for what purpose does it serve and the evaluation procedures and components and instruments of the process of performance management and so on are the major problems noted. To those and other problems investigated in the study, the researcher forwarded recommendations to alleviate them in the Hotel’s future practices of PMS. KEYWORDS: PMS, Alignment, Planning, Execution, Assessment, ReviewItem The Effect of Performance Management on Organizational Performance - in the case of Ethiopian Airlines(Addis Ababa University, 2017-06-01) Kassahun, Yitbarek; Mohammed, Abdurazak (PhD)The objectives of this study were to attest the effect of performance management on organizational performance in Ethiopian Airlines. In addition, the study intended to determine whether a relationship exist among the variables; Integration (between organizational performance matrices and individual performance measures), Cascading (organizational objectives to individual level), Alignment (strategic objectives with key performance indicators) and Awareness (about organizational performance matrices). In order to capture the logical structure of the study, the researcher used both descriptive and explanatory research designs. A questionnaire was administered to 370 employees. The respondents were selected using simple random sampling method. The questionnaire was tested for its reliability and found to be reliable enough to study the research questions. The data collected from the survey was analyzed using SPSS software version 20.0 and presented in the form of descriptive statistics, Pearson Product Moment Correlations and Linear Regression Analysis. The results of linear regression analysis shows that Integration, cascading, and alignment significantly influence organizational performance of Ethiopian airlines. But Awareness is found to be not significant to influence organizational performance. The effectiveness of Integration between organizational performance matrices and individual performance measures, proper cascading of organizational objectives to individual level, and high alignment of strategic objectives with KPI’s directly affects organizational performance. Recommendations are also made based on the overall findings for possible action which will help further improvement based on the researcher view.Item Practices and Challenges of Performance Management System: The Case of Deutsche Gesellschaft Für Internationale Zusammenarbeit (GIZ), Ethiopia Country Program(Addis Ababa University, 2015-06) Tsegaye, Merikokeb; Walombo, Woldemmanuel (PhD)If an organization’s performance management system is effectively implemented, it will serve as a “key building block” to its human capital management system. And a system called to be effective; it should serve as the basis for accurate measures of individual performance. It should be designed to provide feedback to employees about their strengths and weaknesses and, therefore, recommendations on developmental opportunities that will impact career progression for the employee and succession planning for the organization. It should also serve as a viable feedback mechanism regarding training and development requirements for all competency and skill levels throughout the organization. Therefore, the overall objective of this study is to assess the practice and challenges of performance system of an international bilateral organization called GIZ Ethiopia. The reason for the study is the complaints were heard from employees about process, measurement and awareness of the performance management of the organization. Literatures were used to explore performance management process and performance improvement issues that enable GIZ to create and sustain high performance culture. In order to achieve the intended objective, descriptive quantitative research method was employed target population was 446 and out of this 207 sample identified from all offices of the company and 191 questionnaires were returned that gave a response rate of 92.27%. It also uses focus group discussion and structure interview to be able triangulate the research. Regarding the questionnaire data were collected proportionally depending on the size of offices. Simple random sampling techniques is used for selecting respondents while informants were selected purposively for data generated through FGD and interview conducted. Collected data was decoded by using SPSS software and detail analysis and interpretation were made. The result of identified that GIZ has well written policy in performance management system but when we come to practice there are some limitation on the implementation of the system. The specific limitation was seen on alignment of the organization’s mission, vision, goal to individual objective, setting SMART individual objective, clear expectation and performance standard, continuous feedback and coaching, job related training, self-appraisal on assessment, and one way communication on the review meeting is observed. Finally the researcher recommends implementing performance Management system effectively in order to bring the required result on performance improvement. A controlling and mentoring strategy should be designed to make sure everyone using the system