Assessment of Performance Management Practices. The Case Study of Oromia International Bank.
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Date
2017-06
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Addis Ababa University
Abstract
The purpose of this study was to assess the practices of performance management system implemented in Oromia International Bank (OIB). The study tried to address the basic questions whether the purposes and concepts of PMS is well defined and communicated to employees, how the alignment is made between organizational goal and with that of the departmental and individual goal, how the planning, execution, assessment and review process was handled, how performance management system is integrated with reward and training and development and what are the challenges in implementing performance management system in OIB is covered in this study. To answer these questions descriptive survey research design has been deployed by using both quantitative and qualitative research approach. The total number of employees at OIB heads office and grade-3 branches is 630 and the sample size based on Robert & Daryle (1970) is 240. For this study simple random sampling and purposive sampling techniques was used by taking 240 employees at all levels, managerial and non-managerial. Data collection instruments used for this study was questionnaires, interviews and document reviews. The data gathered from the questionnaire were compiled by using SPSS software. Descriptive statistics method was used for analyzing data obtained from questionnaire and the results were presented using tables. The data gathered from interview and document analysis were analyzed and organized as summary. In general the finding of the study revealed that the planning stage of performance management system at OIB is not participative one, no self assessment methods for employees, weak link between performance and reward and training and development, lack of regular feedback, limited sources while collecting information during performance assessment are the major findings that need improvement. order to fill the identified gap, recommendations were forwarded to improve manager’s commitment, to improve the level of employee’s participation in the PMS process, letting employees to assess their own performance using self-appraisal method, gather information about the performance of an employee from different sources , to structure PM as separate division in Oromia International Bank.
Key words: Performance Management System, Human Resource management, Oromia International Bank, Performance management
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Keywords
Performance Management System, Human Resource management, Oromia International Bank, Performance management