ASSESSMENT OF EMPLOYEES’ PERCEPTION OF PERFORMANCE APPRAISAL PRACTICE: THE CASE OF UNITED BANK SHARE COMPANY

Abstract

Performance appraisal is an important human resource management function and the need for a well managed performance appraisal system is necessary in order to help an organization to meet its objective in maximizing the benefit from the human resource element and keep satisfaction of the employees from every aspect. Hence, the main objective of conducting this study is to assess perception of employees on performance appraisal practice in the case of United Bank S.C. in regard to this the study will be significant to United Bank in clearing out the view of its employees about the existing employee performance appraisal practice and it will also use as a ground for further study in the area. In the study a quantitative research method a descriptive statistics technique, a none probabilistic convenient sampling method, and both primary and secondary data were used. Based on perception of employees the study shows that, the expectation set on the UB’s performance appraisal form reflects the most important factors to appraise employee’s performance, the criteria on the appraisal form also customized based on characteristics of job, the criteria set in the appraisal form distinguish effective from ineffective performers, outstanding performers are awarded with salary raise/bones rewards or promotion, there is no much practice of setting performance expectation/goal at the beginning of a rating period, evaluators lack knowledge on how to appraise, and the purpose of performance appraisal system is not there to provide training and development for employees. And to address the gap observed based on the findings and conclusion reached the researcher gave recommendation i.e. the Bank is advised to give great attention to Raters’ training to boost their ability, the Bank is highly recommended to include in its existing PA purpose element of providing training and development employees, and the Bank is recommended to work hard in communicating performance expectation/goal to employees at the beginning of the evaluation period.