DSpace Collection:
http://hdl.handle.net/123456789/4397
2024-03-29T01:13:07ZDETERMINANTS OF THE EFFECTIVENESS OF PERFORMANCE MANAGEMENT SYSTEMS IN ABAY INSURANCE
http://hdl.handle.net/123456789/7082
Title: DETERMINANTS OF THE EFFECTIVENESS OF PERFORMANCE MANAGEMENT SYSTEMS IN ABAY INSURANCE
Authors: NIGUSSIE, BINIAM
Abstract: The main aim of this study is to investigate whether the Performance Management System in AISCO is effective from the elements of employee involvement, management commitment, performance appraisal and reward system. In this study, research would identify if these factors management commitment, performance appraisal, employee involvement and reward system have a significant relationship between the effectiveness of Performance Management System in AISCO. The study used descriptive methodology and used both qualitative and quantitative research methods. Percentages and frequencies were used to analyze the data and interpretations are made on them. Out of the target population (235), the sample size was determined by using a standard size determination table. Based on this, 80 questionnaires were distributed to the head office and all branches located in Addis Ababa. AS per, the findings indicated that the performance management practice is implemented with some gaps like: Very low employees’ involvement in the implementation of performance management systems, employees considered the systems as control tools of the employees, performance appraisal system was developed with less inputs from employees, there is very low discussion in the performance appraisal. In addition to this, challenges like absence alignment between performance appraisal systems and objective of the organization. Inappropriate employee perception towards the system and inadequate commitment from the Human Resource department and the management was pointed out. Raising staff awareness on Performance Management System (PMS) and its practices, monitoring of the Performance Management activities and focusing on employee development are the recommended actions to the organization.2022-06-01T00:00:00ZASSESMENT ON PRACTICES AND CHALLENGES OF EMPLOYEES’ PERFORMANCE MANAGEMENT SYSTEM IN GOMEJU OIL ETHIOPIA
http://hdl.handle.net/123456789/7081
Title: ASSESMENT ON PRACTICES AND CHALLENGES OF EMPLOYEES’ PERFORMANCE MANAGEMENT SYSTEM IN GOMEJU OIL ETHIOPIA
Authors: BEKELE, BEZAWIT
Abstract: This paper is a case study assessing the employee performance management system: a case of Gomeju Oil Ethiopia. It aimed at attaining the specific objectives of investigating whether the organization performance management system properly implemented or not, objectives as well as their department’s specific objectives, finding out employees’ perception toward employee performance management system of the company and identifying potential challenges and recommend possible solutions in order to mitigate them. To attain these objectives descriptive survey research design has been deployed by using mixed method approach. For this study Censes survey was used by taking 68 employees to fill in the adapted questionnaire, which is the main data collection instrument. The analysis was done by the help of SPSS and presented using descriptive statistics; frequency tables, percentages, mean and standard deviation. However, data gathered from interview, focus group discussion & document analysis were analyzed contextually. In general the finding of the study revealed that: performance management processes are not done free of bias; pay raises are not depending on how well employees perform their jobs; performance ratters are not competent enough to undertake their assignment and Employees feel they are not fairly treated in every process of performance management system even they do not have received adequate training in performance management. So, based on these findings the researcher concluded that even though GOE has some good qualities in creating awareness about the organizational mission, vision and values but a lot have to be made in making performance management system to be more useful for the organization. In order to fill the identified gap, recommendations were forwarded conducting adequate and timely trainings to its employees concerning the whole aspects of the employee performance management system; promoting and ensuring effective feedback and coaching culture; enhancing the involvement and ownership of both the employees via promoting transparency; and clearly articulate the end-to-end implication of good as well as poor performance.2022-06-01T00:00:00ZTHE EFFECT OF REMUNERATION ON EMPLOYEE JOB SATISAFCTION: THE CASE OF COMMERCIAL BANK OF ETHIOPIA
http://hdl.handle.net/123456789/5983
Title: THE EFFECT OF REMUNERATION ON EMPLOYEE JOB SATISAFCTION: THE CASE OF COMMERCIAL BANK OF ETHIOPIA
Authors: ESHETU, TSIGE
Abstract: The purpose of this research was to find out the effects of remuneration on employee job satisfaction on selected south Addis Ababa district of Commercial Bank of Ethiopia. The study was considered six independent variables. The researcher used descriptive and explanatory research design. To this objective both qualitative and quantitative approach was used and data were collected from 133 employees who were selected using simple random sampling technique. The source of data was primary and secondary data. The method of data collection was using questionnaires and interview. Validity and reliability test were directed to check the consistency between the variables all included variables confirmed to reliable scoring with alpha value greater than 0.7. The method of data analysis was using SPSS. The major findings showed that, there is significant positive relation between remuneration and employee job satisfaction. The other is linear combinations of all factors of remuneration considered under the present study were significantly contributed to the positive variation in employees’ job satisfaction. The interview of the managers showed there are efforts to improve job satisfaction by applying international banking procedure. And similarly, the bank is revising the gap in promotion opportunities and benefit packages. The researcher concluded that in the case of selected branches of Commercial Bank of Ethiopia south Addis Ababa district, the different factors of remuneration have significant positive impact on employees’ job satisfaction. Finally, the researcher recommended the bank needs to perform a grading assessment for a timely promotion in order to improve the employees’ job satisfaction. In addition, the housing allowance does not cover their cost of house rent, it is better for the bank to consider and compare the allowance given with the current living cost which brings employee job dissatisfaction.2021-02-01T00:00:00ZTHE EFFECT OF LEADERSHIP STYLE ON PROJECT PERFORMANCE: CASE OF ETHIOPIAN ROAD AUTHORITY (ERA)
http://hdl.handle.net/123456789/5944
Title: THE EFFECT OF LEADERSHIP STYLE ON PROJECT PERFORMANCE: CASE OF ETHIOPIAN ROAD AUTHORITY (ERA)
Authors: KASSAHUN, EYERUSALEM
Abstract: The main purpose of this studyis to examine the effect of leadership style on project performance. The study adopted explanatory research design along withquantitative research approach to address the research questions.As the population size is limited, the researcher has employed census survey. Self-administer questionnaire were used to gather data. The collected data were analyzed by using SPSS-Version 20. Both descriptive and inferential statistics were used for the data analysis. The descriptive statistics such as frequency, percent, mean and standard deviation were used for describing the demographic characteristics of respondents and the whole perception of respondents on relationship of dependent and independent variables. The inferential statistics like Pearson correlation and simple linear regression were used to show the relationship between independent and dependent variables and to determine the effect of independent variables (LS) on the dependent variable (PP). The findings of the study indicated that, transformational and leizes-faire leader ship styles positively and significantly affect the performance of Mojo-Hawassa Road project. The result of Pearson correlation coefficient also indicated that, leadership styles were positively correlated with project performance but leader ship skills, leader ship experience & transactional leader ship styles were not significantly affect project performance. Finally, the study recommended that Project leaders should use transformational and leizes-faire leader-ship styles since it involves the employees want to part of the decision making process,Peoples are always competent and if given a task will do good,employees in decision making with the leader providing supportive communication as well, workers prefer little input from their leaders and the leaders should give subordinate complete freedom to solve problems in their work; these all enhances effective project completion.2021-01-01T00:00:00Z