Practices and Challenges of Performance Management System: The Case of Deutsche Gesellschaft Für Internationale Zusammenarbeit (GIZ), Ethiopia Country Program
| dc.contributor.advisor | Walombo, Woldemmanuel (PhD) | |
| dc.contributor.author | Tsegaye, Merikokeb | |
| dc.date.accessioned | 2021-06-04T06:14:39Z | |
| dc.date.accessioned | 2023-11-04T13:53:33Z | |
| dc.date.available | 2021-06-04T06:14:39Z | |
| dc.date.available | 2023-11-04T13:53:33Z | |
| dc.date.issued | 2015-06 | |
| dc.description.abstract | 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 | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/26659 | |
| dc.language.iso | en_US | en_US |
| dc.publisher | Addis Ababa University | en_US |
| dc.subject | Performance Management System | en_US |
| dc.subject | Alignment | en_US |
| dc.subject | Pre-requisite | en_US |
| dc.title | Practices and Challenges of Performance Management System: The Case of Deutsche Gesellschaft Für Internationale Zusammenarbeit (GIZ), Ethiopia Country Program | en_US |
| dc.type | Thesis | en_US |