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Please use this identifier to cite or link to this item: http://hdl.handle.net/123456789/4284

Title: Performance Appraisal as a tool for improving productivity of staff of Ghana Education Service: A case study of selected public Senior High Schools in the Kumasi Metropolis
Authors: Senyah, Doris Rosella
Issue Date: 13-Jun-2011
Abstract: Performance appraisal is said to include all formal, systematic assessment of how well employee are performing their jobs in relation to established standards and the communication of that assessment to employees. It is also viewed as any procedure that involves setting work standards, assessing the employees’ actual performance relative to those standards, and providing feedback to employees with the aim of motivating him/her to eliminate performance deficiencies or to continue to perform above par. It needs to be conducted with all fairness, seriousness and regularity due to several benefits it accrues to organization, such as identification of employees strength and weakness and improvement of quality work life style by increased understanding of managers and their staff. Thus performance appraisals have become a powerful tool for increasing motivation, improved work practices and productivity, if conducted in a constructive, open and supportive manner in any organization or institution. However, it is not conducted properly and regularly in GES and this has led to slow progress as well as low productivity of GES staff. It is in the light of these circumstances that the study was undertaken with the main objective of ascertaining the extent to which performance appraisal can be used as a tool to improve productivity of teaching staff of some selected Senior High Schools in Kumasi Metropolis. Questionnaires were the instrument used to collect data and Microsoft Excel software was used for analysis and presentations were made accordingly. The study revealed that GES system of appraisal has positive correlation with productivity or output of teachers yet there were not enough resources available for an effective performance appraisal system. It was also detected that appraisals were fraught with favouritism and suffer from poor supervision to some extent in spite of management’s high commitment. Recommendations made by the researcher to GES and selected senior high schools include, provision of requisite resources to ensure effective and increased productivity through effective performance appraisal system, objective assessment of performance to reduce favouritism, timely and constructive communication of feedback, and documentation of the performance appraisal process to serve as the basis for refresher courses.
Description: A Thesis submitted to the Institute of Distance Learning, Kwame Nkrumah University of Science and Technology in partial fulfillment of the requirements for the degree of Commonwealth Executive Masters in Business Administration, June, 2011
URI: http://hdl.handle.net/123456789/4284
Appears in Collections:Distance Learning

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