Thesis report on performance management system

Menu Human Resources Employees Resistance Towards Organizational Change While starting our thesis, we studied lot of literature on organizational change, and found that the concept of change and its types have been discussed by different authors in a manner that is very difficult to understand. Employees are the human capital which contributes to the success and development of a company to a great extent. Thus, these days, companies do not see them only as factors of production from the classical perspective, but have started to value them Total Quality Management and human resource department Total quality management has become a frequently used term in discussions concerning quality.

Thesis report on performance management system

Appendices Dedication This book is dedicated to my wife and my parents for their care and love. My the Almighty richly bless them.

Thesis report on performance management system

I would like to acknowledge the efforts of the following persons without which this book would not have been possible.

Special thanks go to my children; Agatha, Daisy, Esther, my parents and more especially my wife for their great support and prayers. I would also in a special way want to recognise my supervisors Mr. Babimpa Nuwagaba Edwin and Mrs. Ogbedeagn Priscilla Ebere for their tireless effort to make me accomplish this great task in a reasonable amount of time.

Above all I thank the Almighty God for the gift of life and all the blessings that have enabled me to reach this point in time.

The methods used include qualitative and quantitative approaches to collect and analyse data. The research study was carried out in Kabale Municipality where it was found out that performance appraisal is not generally well conducted. There is poor feedback management, where appraisal results are not used for staff promotion, professional development or determining remunerations.

Poor feedback has also bred into negative results like demotion, abuse and reduced salary. All the above have therefore resulted into staff failing to fill appraisal forms or when filled they fail to submit them to the Ministry of Education to use the appraisal results for staff promotion, job improvement and counselling sessions to improve staff competence.

In organizational setting, performance appraisal is defined as a structured formal interaction between a subordinate and supervisor, that usually takes the form of a periodic interview annual or semi-annualin which the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development McNamara, Moorhead and Griffin describe it as the process of evaluating work behaviors by measurement and comparison to previously established standards, recording the results, and communicating them back to the employee.

It is an activity between a manager and an employee. Performance appraisal is therefore the assessment of performance of an individual in relation to the objectives, activities, outputs, and targets of a job over a given period of time.

Performance appraisal is a powerful tool for performance management. Okumbe asserts that performance helps in evaluating how a worker succeeds in his present job and this is important for estimating how well he or she will perform in the future.

Thesis report on performance management system

This therefore helps in determining the strengths or weaknesses of the individual workers to increase productivity. In companies, performance appraisal systems PAS began as simple methods for deciding whether or not the salary of an employee was justified.

Later on, empirical studies showed that pay rates were not the only element that had an impact on employee performance. It was found out that other issues, such as morale and self-esteem, could also have major influence. That resulted in progressive rejection of emphasis of performance appraisal on reward outcomes, and in s, in the United States, its potential as a tool for motivation and development was recognized.

The general model of performance appraisal, as it is known today, began from that time. Armstrong notes that performance management has risen from the old-established but somewhat discredited systems of merit rating and management by objective and that many of the more recent developments in performance appraisal have been absorbed into the concept of performance management which aims to be a much more wider, more comprehensive and more natural process of management.

Performance appraisal has too often operated as a top down and largely discredited bureaucratic system owned by the personnel department and this has limited its intended value. Brattonstressed that, performance appraisal is a continuous and flexible process that involves managers and those whom they manage acting as partners within the required results.

After the Second World war, Cole notes that an alternative approach to people management emerged. This approach focused attention on people as a way of improving organisational effectiveness, and was based not on personal experiences but observation.

Writers like Druckerwere enthusiastic about appraisal.Jun 01,  · Before Morris’s fateful trip to India, Adobe’s annual review was pretty standard.

Once a year, managers would collect examples of past performance, conduct degree evaluations for . i The Role of Motivation in Performance Management: The case of performance-related-pay schemes in British local authorities By JOHN ISAAC MWITA A thesis submitted to the Faculty of Commerce and Social Science.


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(Thesis/Author Declaration Form) Name Deirdre Kelly Student Number Degree for which thesis is submitted MAHRMD 2 4 Difficulties and Effectiveness of implementing a Performance Management system 27 Contents Page No.

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