| Abstract: | The aim of this study was to assess performance management practices in Addis Ababa Food Medicine &Healthcare Administration & Control Authority (FMHACA). In order to achieve the purpose of the study, a cross sectional survey design was used. The sample of the study consisted of 123 employees from 2 different directorates. Both leaders and their subordinates were participated in the study. This study used questionnaire and document review as instrument of data collection. Purposive sampling technique was applied in order to select sample. Descriptive statistics such as frequency counts and percentages were used to analyse the data using SPSS version 24. The result of this study revealed that there is formal performance management system in FMHACA. The objectives of the organization does not effectively communicated to all employees. Organizational objectives are not aligned with individual’s objectives in FMHACA. Performance assessment is not based on written evidences in FMHACA. Eemployees’ don’t have clear and common understanding on vision and strategy of FMHACA. There is no system that interprets the vision and strategy into clear and understandable goal measures in FMHACA. Employees are not committed for the implementation of vision, strategy and goals. Ccompetencies’ does not used for performance management system similarly applied to recruitment activities, selection activities, training and development activities and promotion activities. Performance management system is not integrated with human resource management functions in FMHACA. Payments’ including salary of employees does not link with performance outcome in the organization. The result of performance management is not linked with employees reward and incentives. Employees’ promotion is not based on performance management results. And performance management system is not related with individual development in FMHACA.Finally, the study recommended that FMHACA should effectively provide training to all employees about the objectives of the organization. FMHACA should aligned organizational objectives with individuals’ objectives. FMHACA should arrange training for employees to develop clear and common understanding on vision and strategy. It should design system that interprets the vision and strategy into clear and understandable goal measures in FMHACA. Performance management system should be integrated with human resource management functions to increase organizational performance. Employees competencies (Knowledge, skill and ability) should integrated with performance management system similarly applied to recruitment activities, selection activities, training and development activities and promotion activities.FMHACA should make decision concerning employees’ payment including salary, promotion, reward and incentives based on result of performance management in order to develop rational human resource management system. Finally, performance management system should be related with individual development in FMHACA |
