Human Resource Management

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A Study on Effectiveness of Selected Human Resource Management Practices in Pave Logistics and Trading PLC
(Addis Ababa University, 2022-06) Abel Shibru; Adane Atara (PhD)
HRM practices are the most essential and critical approach for accomplishing organizational goal. Now a days company can get a strong competitive advantage through their human resources via applying effective HRM practices. The main objective of this research was, to study the effectiveness of selected human resource management practices. Those are recruitment and selection, training and development, and reward and compensation practices. To collect the essential data for the study, questionnaires were distributed, collected and analyzed from 66 respondents using simple random sampling technique. The analysis was done using SPSS statistical software version 25 and the finding shows that high level of effectiveness on recruitment and selection practices, hence Training and development, and reward and compensation practice achieved medium level of effectiveness. The study recommended that the PLT management and human capital practitioners need to improve recruitment and selection practice by forming a scouting team to design strategy of checking on high potential that develops the company, training PLT essentially implement post training evaluation to observe reaction, learning behavior and result of the trainee. The least graded practice in PLT is reward and compensation practice the researcher recommends PLT to revise its reward and compensation policy in regard of pay scale and benefit schemes. Keywords: Effectiveness of HRM practice, recruitment and selection, training and development, reward and compensation, PTL
An Assessment Study on Sucession Planning Practices and Challenges on the Case of Bank of Abyssinia
(Addis Ababa University, 2022-06) Endashaw Tesfaye; Zegeye Muluye (PhD)
This research is tried to investigate and present the succession planning challenges on the Bank of Abyssinia, through the method of different data analysis, mainly by the questioning of the customer and the staff of this bank. Besides, as a main objectives, the research observed, investigated and examined the main problem of succession planning practice inside the case of Abyssinia bank. Afterwards the reaserch tried to indicate some sort of professional solutions and recommendation. Succession-making plans is a key in the current state of affairs of tight expertise markets and competitive instances. Strengthening talent has a right-away effect on bottom-line results and contributes to organizational boom. Subsequently, development at the talent level is ought to for basic organizational improvement. Succession planning is a topic that is not extensively mentioned in lots of agencies due to its sensitivity. The methodology used by the researcher to collect the data are, primary and secondary information statistic survey. Since I verify, the general overall performance of the bank by the use of descriptive research design. The statistics were interpreted via the use of quantitative and qualitative techniques. That is due to the fact I interpret the locating in a mathematical and descriptive manner so that’s why I choose to use both methods. The look at is totally based on number one facts amassed, as remarks on parameters associated with succession planning practices in the Abyssinia bank organizational studying and improvement activities is basically assumed to have an influence on the succession planning pastime of the bank. Whereas the competency stage of the financial institution has the least effect on such interest. Better banking performance and better human resource management are inseparable. But having such a kind performance require, well succession planning. Finally, I recommended the bank to integrate succession planning system for human resource management and it should have the top priority among the tasks bank management has. Since, the bank needs to identify competency gaps, courses the education or skills control programs, and so on. After all, from taproot of the research, I concluded that, human resource management system, serves as a central repository of full employee data which includes information on education, experience, professional training, and other skills where the bank access such data in planning training, and facilitating succession planning. Key words: (HRM) human resource management, (SP) succession plans (BoA), bank of Abyssinia. (BBM) Branch Business Manager, (BOM) Branch operation manager, (ERB)Executive Resource Board (HRD) Human Resource Department
Analyzing Factor Affecting Customer Buying Behavior: In The Case Of Tekelehimanot General Hospital
(Addis Ababa University, 2018-05-21) Feliche, Yared; Mesfin, Tewodros (PhD)
With the intent of studying consumers who are at the core of everything marketers do, this study was directed at the customer buying behavior. Through the development of a conceptual model that contains independent variables factors, this study tried to probe the buying behavior of consumers in medical service buyers. A sample of 367 medical service buyer respondents from Addis Ababa were selected by a purposive sampling method and data was collected through a structured questionnaire intending to identify their factors affecting towards the buying behavior using tri component model. Out of 382 structured questionnaires distributed to respondents 367 were collected, which maintained 95.57% response rate. The results of correlation analysis showed that the five determinants of buying behavior had a positive significant relationship with the buying behavior as well as within themselves. The results of multiple regression analysis also revealed that the five dimensions (Brand,people mix of the hospital, patient experience, consumption time and price and location) have a positive influence on the buying behavior. The selections of the service were made through the consideration of the major aspect of why people are choosing or what are prominent positions to factor affecting customer buying in the hospital. It was hypothesized in this study Brand and Marketing ,people mix of the hospital, patient experience,consumption time and price and location significantly influence buying behavior of medical service buyer in Addis Ababa. Physical evidence of the hospital have omitted from the model this implies that most of respondent it’s not a major focus areas to influence their medical service buying behavior. Data was collected through structured questionnaires from medical service buyer under investigation to put the conceptual model in to the empirical test.The study used descriptive and inferential statistics techniques to analyze the data and arrive at its findings. One interesting finding was the general support for the hypothesized significant positive contribution of all the independent variables on medical service buying behavior in TGH
Antecedents Of Employee Engagement In Selected Local NGOs In Ethiopia
(Addis Ababa University, 2018-09-25) Feleke, Zerihun; Markos, Solomon (PhD)
Employee engagement has become a potentially valuable concept of today’s management. It has been in discussion for years; different reward plans and strategies were adopted over years to make employees engaged. This research conceptualizes and develops on five antecedents of employee engagement (Rewards & Recognition, Career development, supervision, job content/nature of works and communication) and tests how these factors affect the organizational engagement. The main objective of this study was to examine the key drivers of engagement and to determine engagement level in selected local NGOs. The specific objectives were to measure the level of work engagement, to determine relationships with their factors, and to examine the extent to which the antecedent influence the engagement. An explanatory research design with survey method is applied in this study. In order to fulfill the research purpose, quantitative study was adopted. Questionnaires were designed using 5 pointlikert scale. 65 questionnaires were collected from employees of the selected local NGOs. The study used both primary and secondary source of data. Data was analyzed using descriptive, correlational and multiple regression analysis. The study result has implied that supervision (r=0.727 ,p<0.01), reward & recognition (r=0.711 ,p<0.01) career development (r=0.707 ,p<0.01) are found to have strong positive relationship with employees engagement, moderate relationship obtained with communication (r=0.668, p<0.01), job content/nature of work (r=0.559, p<0.01). Reward & Recognition, Career development, Supervision, Job content/nature of work and Communication all have statistically significant positive relationship to Employee Engagement. So, to improve employee engagement level and have engaged employees of the selected local NGOs should do more on all the above five variables
The Antecedents of Organizational Commitment; The case of Burayu Packaging and Printing Industry
(Addis Ababa University, 2020-06) Seid, Betelheme; Markos, Solomon (PhD)
Antecedents of organizational commitment are actions or elements that cause commitment to occur. It is particularly important to examine the relation between antecedents and organizational commitment, because of their close links to staff turnover. The aim of this study was therefore, to empirically test, the association of factors such as work environment, employee rewards, job security, job satisfaction and training and development as antecedents of organizational commitment. The tool for data collecting was a five rating scale questionnaires. 170 employees were sampled using convenient sampling techniques from a total of 296 employees of Burayu Packaging and Printing Industries (BPPI), 111 questionnaires were returned from a total of 170 sampled and 59 of them were not returned; giving a response rate of 65.3%, which was deemed acceptable. Data analysis was then carried out by using SPSS software version 23. Descriptive statistic was employed to identify level of employee reward, job satisfaction, work environment, job security, training and development and organizational commitment. Regression analysis was used to identify the predictors of organizational commitment. Pearson correlation was used to analyze the relationship between the above five independent variables with organizational commitment. The findings of this study showed that job satisfaction, job security and work environment have small positive correlation with organizational commitment. But, the strength of the correlation between rewards and training show a moderate level of positive relation with the dependent variable (organizational commitment). Overall, the antecedent model, tested empirically, has important practical implications for predicting organizational commitment. This study also revealed that the staffs are not fully committed to the service of the BPPI. This suggests that the strength of the correlation is moderate. Given the increasing reliance on in Industry sector, this study provides the first step in better understanding the factors that affect the organization commitment in the study area. Finally, the study recommended, the BPPI, among others should revisits its commitment strategy with a view to encompassing tenets of organizational commitment
Assesement Of Organizational Culture And Its Effect On Employee Engagement: The Case Of Horizon Addis Tyre S.C.
(Addis Ababa University, 2020-06) Kassahun, Baye; Markos, Solomon (PhD)
This research paper aims to assess effect of Organizational culture on the employees’ engagement at Ethiopian Tyres manufacturing company in case of Horizon Addis Tyre S.C. To address the research objective 272 sampled respondents were selected. Proportional stratified sampling technique was used to get the required sample size. 272 questioners were distributed; from which 269 sample respondents replied appropriately to the questionnaire. Data gathered were analyzed based on these 269 responses using SPSS 23 software package. Descriptive statistics and explanatory research approach were employed. The result indicates that all independent variables (organizational culture perspectives) have statistically significant and positively affect its employee engagement. The company encourages work force diversity treatment, the company encourages team work culture within the employees and the company encourages and promotes team work, consensus and participation, but the company didn’t openly communicate to facilitate team work, and there is no proper information flow in all directions of the company. The study recommended that Performance standards must be clearly and objectively established, effectively communicated, and used on objective criteria without any bias, better to gives primary attention to the techniques and processes used to achieve its objectives and improve the quality of internal communication, giving more training or rewarding the employees so that they will motivate to achieve their work
Assessement of Factor Influencing Employee Retention at Luna Export and Slaughterhouse Plc
(Addis Ababa University, 2021-09) Alemu, Almaz; Markos, Solomon (PhD)
The general objective of the study was, therefore, to identify the influencing factors of retention at LUNA Export and Slaughterhouse Plc Addis Ababa. More specifically, it was meant to assess factors that influence retention at the company, four variables were proposed to be linked to it namely, Compensation and rewards, performance evaluation, work environment, and training and development. The population of the study was employees of LUNA, which were 285 in size. To analyze the data obtained from the survey questionnaire descriptive statistics (mean) and inferential statistics (Pearson Correlation and linear regressions were used). The inferential analysis was essentially needed so as to establish the relationship between the independent variable and dependent variable (Retention). The data collected from the management through interview method were also analyzed qualitatively in the form of presentation of the narrative accounts. The key findings revealed that: a) the turnover over is as high as 4.3 out of a five-point scale; b) the management of LUNA had no sufficient awareness about the turnover intentions of the Company and the key determinants needed thereof; c) the independent variables (i.e. Compensation and rewards, performance evaluation, work environment, and Training and development) are found to have statistically significant correlation with retention. The regression analysis also revealed that the four independent variables in the group predict 86.7% of the variations in the turnover intentions with particular reference to LUNA although Compensation and Reward have the highest contribution. Therefore, the general conclusion is that Compensation and Reward play a pivotal role in determining employees’ turnover intention. Consequently, management should work towards creating a smooth and conducive working environment which may include, among others, forming interpersonal relationships among informal groups, availing facilities needed at the workplace, etc. Furthermore, since the majority of the works done in LUNA is closed to customers and food there must be long-lasting secured safety and hygiene training and programs for employees working in positions closed to food and customers
Assessing Cross Cultural Relationship In Human Resource Practice In Africa Union Commission
(Addis Ababa University, 2019-05) Abayneh, Melat; Mohammed, Abdurezak (PhD)
To manage diversified workforce, need to understand cultural diversities and develop communicate approach. Thus, Cross culture issues and people management are important in every stage especially in multinational organization. Indeed, problems may exist when there is diversified culture, background, history in an organization. This might in turn hinders the performance of an organization if not properly handled. Cross cultural management aids the relationships among employees on different culture and background. The objective of the research was to asses cross cultural relationship in human resources practice in AUC. Its approach is a descriptive one in which both qualitative and quantitative used. According to the study finding it could be learned that cross cultural issues hardly comprised in HR practices in AUC and also recognized that employees’ relationships are not strong; that affect communication system, the effectiveness and efficiency of AUC to achieve its goal. Since the work forces of AUC consisted with diversified cultural background, some misunderstanding (due to communication barriers like language) has occurred among staffs as well as the working environment is not conducive for employees. Generally cross cultural relationship correlate (associate) positively with HR practices; however the existing situations are not satisfactory as expected due to different challenges in AUC. From the beginning cross cultural elements (issues) are not taken into accounts. The other limitation is that in culturally diversified working areas employees’ relationship is expected to be productive, smooth, and positive, however it became passive in AUC, employees’ interpersonal communication is also poor
Assessing Effect Of Training And Development On Employees’ Performance; A Case Of Gulelle Sub City Administration Sectors
(Addis Ababa University, 2017-05-09) Tegegne, Amsalu; Mohammed, Abdurazak (PhD)
Effective employees training minimize the gap between actual required skill to do the job and existing skills in new employees. The main purpose of training and development is by improving the employee competencies so that organizations can maximize efficiency and effectiveness of their human assets. The problem related to training in many organizations is that the outcomes of training are not properly evaluated.Therefore; the objective of the study was to assess the effect of training and development on employee performance in context of Gulelle Sub-city administration sector. Training design, objective and delivery style are used as a variable. This paper is quantitative in nature. The study use survey research design.The research is based on primary data. The primary data was collected using self-administered questioners distributed to 141 respondents taken as sample size from different sectors. The researcher used SPSS 20, descriptive statistics, correlation and regression analysis to analyze the data collected and to evaluate the relationship between the two variables. The result of the study signifies that there is a positive and significant relationship between training and employee performance in the context of Gulelle Sub-city administration sector’s training and development was found to be a positive predictor of employee performance, administrators should engage in increasing the qualities and quantities of the training program so as to increase their employee’s performance
Assessing Employee Performance Management Practice of Commercial Bank of Ethiopia
(Addis Ababa University, 2015-05) Girma, Yidnekachew; Araya, Kahsu (Assistant Professor)
The study assesses the employee performance management practice of the commercial bank of Ethiopia. To achieve this objective, a review of relevant literature was done and primary data was gathered using a Likert scale questionnaire format administered to two hundred respondents. Data analysis was carried out using descriptive analysis. Findings revealed that participation in performance planning among other things impacts the achievement of organizational gals. The study concluded to get positive outcome from the system it must be well designed and communicated to the lower level performers and proper follow up should be practiced in addition to participating employees in performance planning.The study recommended among others that employees should be carried along in setting the organization goals and objectives, and the organizations performance management system should be clear, objective and easy to understand
Assessing Employees Performance Management System of Hilton Addis Ababa Hotel
(Addis Ababa University, 2016-05) Girma, Selamawit; Jabana, Tariku
The 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, Review
Assessing Human Resource Management Outsourcing: the Case of Holland Dairy Ethiopia
(Addis Ababa University, 2023-06) Nablies Bitew; Teklegiorgis Assefa (Associate Professor)
Human resource outsourcing provides businesses access to high-quality human capital from outside sources at reduced costs. This allows firms to devote fewer organizational resources to staffing and more to core operations and competence-building programs. Concerning this, limited research has been conducted on HRM outsourcing function and Most of the empirical studies that has been mentioned were failed to properly assess the ability to access knowledge, technology, and industry best practices that may not be accessible internally can be gained by outsourcing HR operations to a specialist vendor. This study aims to answer the following research question: what the HRM outsourcing practice in Holland Dairy Ethiopia is, what are the existing challenges in implementing HR outsourcing services in the company and what are the opportunities for practicing HR outsourcing in the company. Therefore, to answer this question the study used census method and descriptive survey design to collect data and to address the research questions, 85 questionnaires were prepared and distributed out of these questionnaires 72 were filled and returned. Accordingly, the result of the study showed that, there is HRM outsourcing function in none-core activities of the company. Also, there is moderate opportunities and more challenges of outsourcing human resource management function in Holland Dairy company Hence, most of the respondents were suggesting neutral to those questions. As a recommendation the company should develop outsourcing HRM function in their core areas of HRM service, further, when the company outsourced the HRM function must focus on the area that the company established site and the employee culture to avoid language and culture barriers
Assessing The Effect Of Contemporary Leadership Styles And Their Consequences On Job Satisfaction: A Case Of Ethio telecom
(Addis Ababa University, 2017-06-02) Kassa, Esubalew; Afework, Fesseha(Associate Professor)
This study had a major objective to assess the level of practice of servant, LMX and transformational leadership styles in case of ethiotelecom. It also aimed to assess employee level of job satisfaction and its relationship with transformational, LMX and servant leadership styles. The study has indicated ethiotelecom is not practicing servant, LMX and transformational leadership styles well. Furthermore, the study result indicated employee job satisfaction is at low level. Job satisfaction had shown, on average, a strong positive relationship with servant, LMX and transformational leadership styles. Furthermore, the study results showed job satisfaction has a strong positive relationship with job satisfaction. The study results drive a conclusion of an increased practice of transformational, leader-Member and servant leadership styles would bring about a better job satisfaction. According to, the data analysis result servant, Leader-Member exchange (LMX) and transformational leadership styles revealed a mean value of 2.46, 2.45 and 2.39 respectively on five point rating scale. And job satisfaction also scores a mean value of 2.46.
Assessing the Effect of Contemporary Leadership Styles and Their Consequences on Job Satisfaction: A Case of Ethio telecom.
(Addis Ababa University, 2017-06) Kassa, Esubalew; Afework, Fisseha ( Associate Professor)
This study had a major objective to assess the level of practice of servant, LMX and transformational leadership styles in case of ethiotelecom. It also aimed to assess employee level of job satisfaction and its relationship with transformational, LMX and servant leadership styles. The study has indicated ethiotelecom is not practicing servant, LMX and transformational leadership styles well. Furthermore, the study result indicated employee job satisfaction is at low level. Job satisfaction had shown, on average, a strong positive relationship with servant, LMX and transformational leadership styles. Furthermore, the study results showed job satisfaction has a strong positive relationship with job satisfaction. The study results drive a conclusion of an increased practice of transformational, leader-Member and servant leadership styles would bring about a better job satisfaction. According to, the data analysis result servant, Leader-Member exchange (LMX) and transformational leadership styles revealed a mean value of 2.46, 2.45 and 2.39 respectively on five point rating scale. And job satisfaction also scores a mean value of 2.46. Key words: Leadership, Leadership Styles, Job satisfaction
Assessing The Effect Of Motivation On Job Satisfaction And Employees Performance: Case Of Commercial Bank Of Ethiopia
(Addis Ababa University, 2020-06) Getahun, Ruth; Mohammed, Abdurazak (PhD)
The aim of this research paper is to assessing the effect of motivation on Job satisfaction and lead to Employee Performance by the case organization, Commercial Bank of Ethiopia. Motivational factors (Salary and Benefit, Promotion, Recognition, Work Content, and Working Condition) are assessed in order to find motivation effect on job satisfaction. The study takes job satisfaction as a mediator between motivation and employee performance. The study was conducted based on the data gathered from sixteen branches of commercial bank of Ethiopia. A mixed research approach was used to answer the research questions that emerged through the review of existing literature and the experiences of the researcher in respect to effect of motivation on job satisfaction and lead to employee performance. The study statistically analyzed data obtained from the survey questionnaire. A research framework developed based on Herzberg Two Factor Theory and modified by the researcher is used to guide the study. The result of the study indicated that job satisfaction is highly lead employees to performance in other word job satisfaction is a significant and strong mediator between motivation and employee performance but related to motivation employees are not satisfied and motivated with the current procedure carried out by the bank. It revealed that they are mostly not satisfied with the promotion, recognition and work content practice of the bank. The study suggests different measures include: drafting and implementing clear and appropriate career advancement procedures, providing proper and timely recognition as part of the system, the basis of motivational procedures taken up by the organization should follow the interest of employees, and shaping and implementing appropriate motivational techniques in order to satisfy its employees and to get high employee performance In order to achieve organizational objectives
Assessing The Effect Of Organizational Stress Management On Job Performance: A Case Of Health Counseling & Information Center (952 Health Hotline
(Addis Ababa University, 2018-05-16) Ayele, Tedbabe; Bekalu, Wubshet (PhD)
The objective of this study is to assess the effect of organizational stress management one: job performance“A case of Health Counseling & Information Center (952 Health Hotline)”. In addition, the study was also conducted to identify the causes, consequences of stress and to examine the relationship between stress, job performance and effects of work stress on performance in 952 Health Hotline. It also examines the stress management practices and to recommend effective way of stress management and the remedial measures to be taken by management to minimize the effects of job stress to build high performance of employees to achieve the unit goals in Health Counseling & Information Center. A combination of qualitative and quantitative research approach has been adopted whereby a structured questionnaire was administered by the researcher to supervisors and coordinator. 23 usable responses were collected and in-depth interviews with coordinator and 2 supervisors of the 952 Health hotline were used to support the quantitative data. SPSS was used to process the primary data. In addition to that, the researcher has done Work environment observation. It was found that, Workload, dealing with difficult customers and malfunctioning system (line problems) are the main factors of work stress and affected the counselors’ job performance. This is reflected through absenteeism, reduced productivity, poor working relationship and low morale. There is also lack of career development in the unit. The stress they encountered is not only from their work, the working environmental issues and other issues are considered as added issues such as poor technology, salary, career development, the provision of proper equipment, recognition and lack of attention from the higher officials. In terms of stress management there is no proper training, especially for newly hired counsellors joining the Hotline. Self-counselling to manage stress is not sufficient. Finally, Ministry of Health should consider the significance of this service into account and should involve in the process enhancing of the service by equipping all necessary materials and the facilitation of counseling service without interruption. The Ministry should also help counselors by facilitating stress management training at least once a year. As the unit has a nationwide important contribution it has to be equally treated and be recognized as one of the key departments of the Ministry of Health (MoH).
Assessing the Effect of Performance Management System on Employees’ Motivation: A Case of Ethiopian Airlines
(Addis Ababa University, 2018-06-17) Bahre, Temesgen; Bekalu, Wubshet (PhD)
The study was designed with a general objective of assessing the impact of performance management systems’ effectiveness on employees’ motivation. It was conducted in Ethiopian Airlines, a government owned international carrier, based in Addis Ababa, Ethiopia – with more than 11,000 permanent employees. The research approach was explanatory with a quantitative design. Quantitative type of data was collected as a primary and related literature and documents as a secondary source. Closed-ended questionnaires were distributed to a stratified sample of employees from different departments. A total of 371 questionnaires were collected and processed for analysis using descriptive and inferential statistics with the help of SPSS. Mean scores and standard deviation were used to assess the level agreeableness of the respondents. Relationship of the independent and dependent variables were analyzed using the correlation and regression methods. The results were then presented in the form of tables followed by discussions for further interpretation on the findings. The major findings of the research indicated that the clarity and continuous feedback variables of the PMS to have been perceived as less effective. Whereas, the other four variables in communication, inclusiveness, rewarding performance and acceptability and fairness factors were considered to be relatively satisfactory by the employees. While the view of the employees towards the determinant factors varies, the overall perception of the employees towards the PMS was positive, as 51.8% have agreed to the questions on the system. Similarly, the employees’ level of motivation has a score of 57% of the employees who felt that they are motivated. The study has found out that there was a positive but weak relationship between the independent variables (the PMS) and motivation. The study has also shown that employees at different division view the PMS differently, despite their level of motivation being unaffected. Therefore, it was concluded that, the PMS requires improvement to make it more effective. In addition, it was concluded that the impact of the PMS on the level of employees’ motivation was minimal. Finally, the researcher has recommended that the company strives to improve the system to make it effective in all its aspects. In addition, it was recommended that the features of the PMS to be revised so that it becomes strong in influencing the employees’ level of motivation. The researcher has also recommended that the system needed to be implemented systematically in order to be equally understood by all employees regardless of their demographic background
Assessing The Implementation Of Balanced Scorecard /BSC/ And Its Challenges In Performance Appraisal In Ethio Telecom Case Of Enterprise Division
(Addis Ababa University, 2019-06) Wondosene, Shimelese; Mekonnen, Worku (PhD)
The main purpose of this research is to examine the challenges of BSC implementing in performance appraisal on Enterprise Division in ethio-telecom. The data were collected using a questionnaire and semi-structured interview question from a sample population in Enterprise Division. From the total of 170 target population, this research selected 119 samples and collected data after that analyzed by using SPSS version 20 for the close-ended question. Then the data presented using descriptive statistics with the help of frequency, tables, and percentage to provide information. Mean and Standard Deviation through a measure of central tendency was also used to analyze data. The data that were collected by semi-structured interview questions and open-ended questions, interpreted manually. The result shows that the major challenges of BSC implementation in performance appraisal were, even if the staff discussed performance appraisal with their supervisors most of the time their idea is not acceptable. This leads to a disagreement between the staff and the supervisors. Most of the staffs are not satisfied by BSC implementation and the respondents state different reasons for this like BSC most of the time focused on countable factors, does not consider the weakness of the company rather focus only employees side, when the plan given it is not equally distributed between divisions this creates bias and the parameter (criteria) does not consider the working environment. The availability of enough resource take the highest share to achieve any target but the finding clearly indicated that there is no enough resource available to achieve the target. Performance progress is not monitored continuously before formal evaluation made this leads not to know the performance continuously. Therefore, future researchers may conduct for further related research work that covers a wider scope and larger sample size appears to be significant
Assessing the Role of Reward and Incentive in Enhancing Employee’s Performance in the case of Bunna International Bank S.c
(Addis Ababa University, 2017-05-02) Assefa, Netsanet; Bogale, Mengistu (PhD)
The aim of this study was to examine the Role of incentive and reward system with respect to overall levels of employee’s performance in Bunna International Bank. The research was descriptive in nature. Qualitative as well as quantitative research design has been adopted in this paper to achieve the objectives of this in which study. Role of incentive and reward system were taken as independent variables and performance as dependent variable for this study. Structured questionnaire was used to gauge the responses on a five level scale. Questionnaire was distributed to 219 sample respondents who work at different branch of Bunna International Bank in Addis Ababa. Non-probability sampling was employed to select area banks and in order to select sample respondents, simple random sampling was used. Data were analyzed by using different statistical techniques like descriptive statistics techniques, and regression analysis by using SPSS. The study confirmed that the role of incentive & reward system was important for employee performance in the case company but the importance of mixed reward system cannot be discriminated. It is also found out that basic salary was the most motivating factor in enhancing employees performance, Job security and career advancement were also found to be highly motivating factor in enhancing employees performance. This research can be helpful for the banking sector specifically to Bunna International Bank. They can design effective compensation package to motivate employees to perform better to make the bank highly competitive in banking industry
Assessment of adopting PMS Practice In the Case of Commercial Bank of Ethiopia: Particularly Nifas Silk District
(Addis Ababa University, 2023-06) Selamawit Bogale; Bahran Asrat (PhD)
The general objective of the study was to provide a comprehensive understanding the adopting of PMS Practice in the case of Commercial bank of Ethiopia: particularly Nifas silk district. The study was guided by the following research objectives: To identify the adopting PMS practice in CBE at Nifas silk district, to explore potential solutions to overcome the challenges that faced CBE while adopting PMS, to provide some scientific indication for financial institutions in Ethiopia to successfully adopt and implement a PMS, o determines the impact of the challenges on the successful implementation of a PMS in commercial banks of Ethiopia at Nifas Silk district. Researchers have used the quantitative research methodology. Descriptive approach was used and, a sampling technique was employed to pick co-workers, and a stratified random sampling strategy was used to select questionnaire respondents. Both primary and secondary data were used. The initial data was gathered through 134 participants were surveyed, and information was also obtained from manager interviews, in order to gather data for the study. The analysis was completed, and the presentations are in terms of occurrence, average, tables, and percentage, The Research findings showed that the majority of the practices used in the stages of performance management had poor mean values. The bank's employees agreed that performance management requirements should be properly communicated, with a high mean value (4.3) and a moderate mean value (3.58) for performance planning. On the other hand, low mean values were seen in other values of the remaining phases (3.06 - 2.67). Employee replies indicate that a variety of difficulties were experienced when implementing the PMS. In conclusion, the adoption of performance management systems (PMS) is a critical challenge facing the Commercial Bank of Ethiopia, particularly the Nifas Silk District. The implementation of PMS has the potential to improve organizational performance, enhance employee engagement and motivation, and provide valuable insights for decision-making

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