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Please use this identifier to cite or link to this item: http://hdl.handle.net/123456789/7749

Title: An investigation into the challenges of performance appraisal in Ghanaian organizations: A case study of Olam Ghana Limited
Authors: Tawiah, Peter
Issue Date: 3-Sep-2013
Abstract: Staff performance appraisal is a necessary and beneficial process in the work environment. It systematically gives a description of an employee’s strength and weaknesses. The system is however sometimes fraught with some challenges. This study therefore examined the challenges of performance appraisal at Olam Ghana Limited. Data was obtained through the use of questionnaire and interview sessions involving 220 respondents which included all categories of staff of the company. Data presentation and discussion were supported with tables. The study found that the company undertakes two major appraisals in each Financial Year with a good feedback system. The first is done in February and the final one done in July to end the Financial Year. The company adopts a combination of the Management by Objective and Self-Appraisal Techniques in appraising its staff. Results, as well as strengths and weaknesses are discussed and scoreboards are kept at the branch offices to provide feedback to employees on their performance. Management has instituted some incentive packages based on performance. Among the challenges revealed by the study include a general apathy by workers, lack of commitment especially by line managers towards the appraisal system, low salary levels and disparities in both salary structure and incentive packages. Some workers also perceived some biases in the company’s appraisal system. Lastly, the study revealed the failure of management of Olam to conduct investigation into performance gaps. The study recommended among others: the need for management to give the necessary support to facilitate efficiency and effectiveness in the company’s appraisal system; adequate training for line managers on appraisal processes to appreciate appraisal benefits, minimize biases and errors and maximize fairness; rewards should also be adequate and uniform to serve as a form of motivation to employees. Finally, proper assessment of performance gaps should be conducted so that appropriate training can be identified and developed to improve staff performance.
Description: A thesis submitted to the Department of Managerial Science, Kwame Nkrumah University of Science and Technology in partial fulfillment of the requirements for the degree of MASTER OF BUSINESS ADMINISTRATION (HUMAN RESOURCE), 2013.
URI: http://hdl.handle.net/123456789/7749
Appears in Collections:College of Arts and Social Sciences

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