Performance appraisal as a tool for organizational productivity and growth at Ghana Ports and Habours Authority (GPHA) – Port of Tema.
| dc.contributor.author | Agbesi Gadzedzo, William | |
| dc.date.accessioned | 2015-08-26T15:58:42Z | |
| dc.date.accessioned | 2023-04-20T08:20:14Z | |
| dc.date.available | 2015-08-26T15:58:42Z | |
| dc.date.available | 2023-04-20T08:20:14Z | |
| dc.date.issued | 2009-07-26 | |
| dc.description | A thesis submitted to the Department of Managerial Science, Kwame Nkrumah University of Science and Technology in partial fulfiillment of the requirements for the degree of MASTER OF BUSINESS ADMINISTRATION (HRM OPTION). | en_US |
| dc.description.abstract | Performance appraisal is a process of assessing or evaluating the performance of employees on their job in order to identify their strengths and weaknesses so as to improve upon their performance. The Ports and Harbour industry all over the world aim at efficiency. As a result, performance appraisal plays an important role in determing the performance of staffs at Ports and Harbours thereby contributing to the efficiency of Ports and Harbour. The study was intended to assess how management uses performance appraisal as a tool in Tema Port and its contribution to its productivity and growth. The objective of the study were; first, to find out the design and implementation of performance appraisal at Tema Port. Second, to find out the importance of performance appraisal at Tema Port. Third, to identify problems or challenges encountered when conducting performance appraisal and fourth, to find out whether performance appraisal contributes to the productivity and growth of Tema Port. Both primary and secondary sources of data were used to gather information for the study. Questionnaires were administered to employees at Tema Port and interviews were also conducted to seek information for the study. Result from the study revealed that only the human resource department was responsible for the design and implementation of performance appraisal. Again, it was revealed that the time feedback were given to appraises were not consistent. Furthermore, the performance appraisal was characterized by biases and impartiality during the appraisal process leading unacceptable ratings scores. It was recommended that the Human Resource Department as Tema Port should involve other stakeholders such as appraisers and appraises during the design of appraisal and its implementation. This will make both appraisers and appraises have vested interest in the appraisal programme therefore attach all the seriousness it deserves. This will also go along way to reduce the incidence of biases and impartiality since appraises are well educated on the programme. Feedback should also be given to all appraises at a specified period and in a conducive atmosphere. All supervisors should have a formal training on how to appraise. Finally, the Human Resource Department of iv Ghana Ports and Harbours Authority should endeavour to have a yearly appraisal report to serve as an official document for performance appraisal. | en_US |
| dc.description.sponsorship | KNUST | en_US |
| dc.identifier.uri | https://ir.knust.edu.gh/handle/123456789/7696 | |
| dc.language.iso | en | en_US |
| dc.title | Performance appraisal as a tool for organizational productivity and growth at Ghana Ports and Habours Authority (GPHA) – Port of Tema. | en_US |
| dc.type | Thesis | en_US |
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