| Abstract: | The aim of this study was to determine the effect of performance appraisal system on employee’s
performance at the UNECA. In order to achieve the purpose of the study, descriptive study and
explanatory research design were used. Descriptive research design was appropriate for the
achievement of the research objectives to describe the existing performance appraisal system and
employee’s performance, besides explanatory research design used to examine the relationship
between performance appraisal system and employee’s performance developing the working
hypotheses from an operational point of view. The population for the study was 592 and a sample
size of the 238 respondents was selected. Questionnaire was used as an instrument to collect
primary data for this study and out of 238 questionnaires distributed 190 of the respondents were
retrieving from the respondents, which is 80% rate. The data analyzed were used descriptive
statistics such as frequency counts, percentages, mean and standard deviations while inferential
statistics such as Pearson correlation and regression coefficient. To make it clear the result
presented with tables, figures and histograms. In this regard, this study finding was the six factors
of effective performance appraisal system have significant positive effect on employee
performance. From the results, it was possible to conclude that the effect of performance appraisal
system has a significant relationship with employee performance. Whereas, the rewarding
performance respondents are at the middle of the road, there are a few elements of the existing
performance appraisal system that are limiting the effectiveness of the appraisal to enhance the
maximum level of the employee performance in the organization. Finally, the study conclude that
the performance appraisal system is an important factor and can play a major role on employee
job performance. |
