FACTORS INFLUENCING EMPLOYEE PERFORMANCE APPRAISAL ALIGNMENT WITH ORGANIZATIONAL PERFORMANCE: THE CASE OF ETHIO TELECOM.

Abstract

Exploring and examining factors which influence employee performance appraisal alignment with the organization performance is the role of management. This study examines to what extent appraiser’s inexperience, appraisers bias, appraise resistance and linkage to reward are affecting the alignment with the organization performance. Organizations with best performing employees are on the verge of achieving their intended objective. The argument is why employee performance appraisal is much greater than of the average organizational performance in the case of Ethio telecom. This study was explanatory in nature with multiple units of enquiry. Questionnaires, interviews, and documentation were the main tools of data collection. Moreover, the data collected were analyzed and processed by using statistical package for social since (SPSS) and indicated clearly on tables and figures. The study results revealed that employee’s performance appraisal alignment with organizational performance is significantly impacted by appraiser’s inexperience and linkage to reward. Majority of appraiser were not objectively and critically appraising their subordinates as a result the alignment between the two dimensions become greater. Ethio telecom should ensure standardized measurements preparation which ensure objectivity, design/deliver training and awareness programs, amend/review reward, and compensation policy to gain the benefit of employee performance appraisal to its organizational performance.