Performance Management Practice and Challenges in Ethiopian Management Intitute
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Date
2014-06
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Addis Ababa University
Abstract
It is not known how and to what extent performance management system is practiced and the
challenges at EMI and the main purpose of this study is to assess and describe the performance
management practice and challenges in Ethiopian Management Institute. The study tries to
address the basic questions of how the alignment is made between organizational goal with that
of the departmental and individual goal, how the planning, execution, assessment and review
process was handled and identifying the purpose of having PMS in EMI 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 EMI is 242 and for this study simple random sampling
technique was used by taking 75 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 and focus group discussion and document
analysis were analyzed contextually. The result of the analysis was presented using tables. In
general the finding of the study revealed that organizational goals were not fully aligned with
departmental and individual goals, participation of employee’s in the planning stage of
performance management is not across all staff of EMI, lack of regular feedback, lack of
uniformity in gathering information about employee’s performance and lack of software for
automating the PMS are the major problems noted. Having this in mind the researcher
concluded that even though EMI has some good qualities in clearly defining the mission, vision
and values and developing strategy map but a lot have to be made in making performance
management system to be more useful for the organization. In order to fill the identified gap,
recommendations were forwarded to align organizational goals with departmental and
individual level, to improve the level of employee’s participation in the PMS process, to enhance
the awareness of employees about the purpose of PMS, goals should be setted in mutual
agreement, letting employees to assess their own performance using self-appraisal method,
gather information about the performance of an employee from different sources. Finally, it is
suggested to make the evaluation criteria to be very objective and conduct the evaluation at the
right time.
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Keywords
Performance Management, Practice and Challenges