The Practices and Challenges of Employee Performance Evaluation System in Commercial Banks of Ethiopia (HEAD OFFICE)
| dc.contributor.advisor | Gemechu, Ararssa (PhD) | |
| dc.contributor.author | Aster, Assefa | |
| dc.date.accessioned | 2019-10-09T06:14:51Z | |
| dc.date.accessioned | 2023-11-04T10:19:24Z | |
| dc.date.available | 2019-10-09T06:14:51Z | |
| dc.date.available | 2023-11-04T10:19:24Z | |
| dc.date.issued | 2019-07 | |
| dc.description | A thesis submitted to the Department of Public Administration and Development Management of Addis Ababa University in partial fulfillment of the requirements for the Degree of Masters in Public Management and Policy (MPMP) | en_US |
| dc.description.abstract | This study is intended to assess the Practice and challenges of Employee Performance Evaluation system in Commercial Bank of Ethiopia (head office). On the source of data collected through questionnaires and interview; the researcher has tried to address some of the real problems of performance evaluation practice based on the opinion of the respondents and interview of PMS Manager in this organization. Selected Questionnaire was distributed to 358 employees of the bank working in head office. The findings of the research indicated that employee performance evaluation system has numerous benefits. Among them; it creates role clarity among employees, it enables to differentiate good and poor performers, and it creates a constructive competition among staffs. The system has also helped to motivate employees and encourage development through creating communications between the employees and their managers. It also improves both individual and the bank’s overall performance. However, the researcher has found that there were challenges; lack of clarity in evaluations criteria, bias and favoritism in performance evaluation process, no appropriate documentation for performance appraisal, time also affect and employees’ negative attitude towards performance evaluation. Managers are also not accountable or responsible for their wrong feedback. On the basis of the findings, the researcher recommended that, the bank has to take remedial actions in order to minimize evaluator bias and favoritism, feedback is given to appropriate time to the employee, appropriate data entering to oracle performance management system, manager keeping file or document properly every time. | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/19341 | |
| dc.language.iso | en_US | en_US |
| dc.publisher | Addis Ababa University | en_US |
| dc.subject | Employee Performance | en_US |
| dc.subject | Performance Evaluation | en_US |
| dc.title | The Practices and Challenges of Employee Performance Evaluation System in Commercial Banks of Ethiopia (HEAD OFFICE) | en_US |
| dc.type | Thesis | en_US |