Employees’ Performance Management Practices, the Case of Ries Engineering S.C, Addis Ababa

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Addis Ababa University


This research project is conducted with the aim of assessing the performance management practices from preplanning to the post review activities at Ries Engineering S.C., identifying the main challenges in implementing the process and forwarding the necessary recommendations as per the findings. The researcher applied a descriptive type of research design and used both quantitative and qualitative research methodology in order to collect and analyze data. A questionnaire and interview is used to collect the required data and stratified random sampling method is used to select respondents of the questionnaires. The analysis of the data collected from the questionnaires is made by using SPSS version 23 and the researcher found out that employees are aware of the purpose of the performance management system and the goals and objectives of the company, the organization provides the necessary reinforcement including incentives. In other hand alignment of organizational goals and objectives to the goals and objectives of individuals is not made; while making the planning process it is found out that employees’ participation is minimal and the system is not helping employees in setting challenging, achievable but meaningful objectives; self -appraisal practices are not implemented in the process of performance management, No formal discussion meeting is available; communication about the process of performance management is limited and skill of supervisors is not satisfactory in handling the performance management process. Accordingly the researcher recommended the organization to clearly communicate the whole process of the performance management to its employees on an ongoing basis, make the necessary alignment between the organization and the individual’s goals and objectives. Maximize employees’ participation in goal setting process and make the goals and objectives of individual employees SMARTER. In addition, creation of a formal discussion platform for employees and supervisors, letting employees assess or evaluate their own performance, attaching the information from the PM more to employees’ developmental aspect, commitment from top management and HRD in following up its proper implementation, and enhancing the skills and attitudes of supervisors as well as employees through different trainings and learning platforms are major recommendations from the researcher



Performance Management, Performance planning, Goal Alignment