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

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