Practices and Challenges of Employee Performance Management A Case of Selected Private Banks in Ethiopia
No Thumbnail Available
Date
2018-06-20
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Addis Ababa University
Abstract
Effective implementation of Performance management have many advantages to an organization, but to what extent employee performance management is practiced is needed to be studied, as a result the main purposes of this study is to assess the practices of employee performance management and challenges faced on its implementation in selected private banks in Ethiopia (Bank of Abyssinia, Berhan International Bank and United Bank). The study tries to address the basic research questions by using descriptive survey research design and 357 questionnaires were distributed for the three banks proportionally and 308 were returned and interview was conducted with department heads and managers, 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 were analyzed contextually. The result of the analysis was presented using tables. In general the finding of the study revealed that, participation of employee’s in the planning stage of performance management is not across all staff, lack sufficient resources, regular feedbacks and supports, lack of uniformity in gathering information about employee’s performance and lack of discussion after employee performance assessment was made. From the interview conducted with BoA, BrIB and UB managers and department heads employee performance result is used for bonus pay, for rewarding employees and for a training need assessment purpose and it is rarely used for punishment and related administrative actions. Having this in mind the researcher concluded that even though employees know the bank mission, vision, strategic goal but a lot have to be made in making performance management system more useful for the organization. In order to fill the identified gap, recommendations were forwarded to create equal understanding to all employees about the organizations goals and objectives, to set clear and realistic goal, to create a room for employee participation in performance management, to discuss about performance standard that used to evaluate employee performance and development plan, to provide sufficient resources, feedbacks and support to employees, to gather information about the performance of an employee from different sources and to discuss on the performance result of employee
Description
Keywords
Employee Performance Management, Performance Management