ASSESSMENT OF EMPLOYEES ATTITUDE TOWARDS PERFORMANCE APPRAISAL PRACTICES THE CASE OF ZTE (H.K) LIMITED ETHIOPIAN BRANCH

Abstract

Employee performance appraisal is one of the most commonly used management tools in organizations irrespective of their type, size and objective; and is a widely researched area in industrial/organizational psychology. However, the traditional research agenda has done little to improve the usefulness of performance appraisal as a management tool. Employee attitude towards performance appraisal has been studied as a significant factor in employee acceptance and satisfaction of performance appraisal. This study investigated the attitude and reactions of employees towards the overall performance appraisal system as well as its major component parts such as standard setting, appraisal instrument, feedback, and appeal procedure using a case study approach in ZTE (H.K) Limited Ethiopian Branch. Data were gathered using purposive sampling of 80 participants in the Company. An interview was also made with some 10 key personnel of the company particularly with employees working in Administration and Human Resource Department. Simple descriptive statistics was used to analyze the responses from the survey and Summary statistics in form of qualitative and quantitative measures, frequencies and percentage were run and interpretations were made. The findings of the study indicated that respondents perceived the performance appraisal system that cannot accurately measure their job related performance. Respondents also indicated their dissatisfaction with the standard setting, and performance rating instrument used by the company. The respondents indicated their relative satisfaction with feedback aspect of performance appraisal. Satisfaction was indicated with the appeal procedure of the performance appraisal of the Company so, the company should work hard to resolve the existing problems related to appraisal system and encouraged to make the post appraisal discussion between supervisors and subordinates be practical because achieving organization goal is parallel with keeping up the motivation; retention and productivity of employee are hard to be achieved unless employee’s attitude towards performance appraisal system is positive.