ASSESSMENT OF EMPLOYEES’ PERFORMANCE MANAGEMENT PRACTICE AT SELF HELP AFRICA ETHIOPIA OFFICE

Abstract

The purpose of this study is to assess the practice of employee performance management system at Self Help Africa Ethiopia Office. The study tries to address basic questions which include, determining the processes involved in the existing employees’ performance management system; investigate the practice of the current employees’ performance management system; and identify areas for improvement on Self Help Africa’s employee’s performance management system. The study adopted a descriptive research design. The population of interest consisted of 34 staff members of Self Help Africa Ethiopia Office. The entire population was included in the study because its number is manageable. Data was collected using structured questionnaires and interview. In addition to this the Employees’ performance Management guideline of the organization was reviewed. The data was presented using charts. Findings of the study include lack of peer groups’ feedback in assessing employees’ performances and narrow range of rating scales of showing the degree of performances between staff. Employees also stated that they are well aware of the organization’s strategic objective and assume they contribute for the achievement of those objectives. However, significant numbers of respondents have expressed their disagreements on the fairness of the performance management system in determining pay raises and development plans. Finally, a conclusion is made based on the findings. The major points raised were to update the organization’s EPMS manual to include recently developed thoughts like 360 degree review. SHA also needs to make its system transparent and align the rewards schemes and training and development plans based on the outputs of the PMS.