| Abstract: | The study is conducted to investigate the practice of performance appraisal in the African Union
Commission. It is known that performance appraisal is ongoing process of evaluating
employees’ performance. In short, performance appraisal is a measurement of how well someone
job-relevant tasks. These measurement are normally done by the direct supervisor of the ratee
can serve different organizational purposes. The Commission used well, performance appraisal is
the most powerful instrument that the Commission have to mobilize the energy of every
employee of the commission toward the achievement of strategic goals. Organizational
performance is the synergic sum totals of the performance all employees in the organization. To
achieve the objectives of the study basic research questions were raised for the employees of the
Commission.
The researcher used to a study, questionnaire and interview questions. Questionnaire were
distributed to a total 90 sample population out of these 15 are supervisors (appraisers) and 75 are
non – supervisors (appraisees), among the total questionnaires distributed 84 (93.33%) were
returned. The responses were tabulated, analyzed and interpreted in chapter three of this paper.
The analysis is focused on the research problems; the objective of the study; and the aim of the
analyses are going to provide interpretation of the questioner data.
Accordingly, the findings have revealed that most of performance appraisal principles are not
practice properly in the Commission of administration. For instances, some of the major
problems are: performance appraisal goal – sets are enshrined from the employees job duty and
responsibility but the administration of the commission did not give employees’ duty and
responsibility during employed them for the commission; the commission has its mission, vision,
and goal but it did not facilitate simply to know by the staff properly; and almost all supervisors
had not a recording document, which help to record regular incident and record of good/poor behavior of the employees; the supervisors did not give feedback to employees timely about the
strength and weakness of the employees and soon.
Furthermore, the management or supervisors share common goals and challenges, including how
to tap the potential of each employee. An effective performance appraisal system helps for
organization to achieve their goals for all aspects of employer/employee relationship. Their
relationship mainly focused on performance evaluation. Performance evaluation should be
accurately measured so employees will know where they can improve and it helps to know
where to improve should lead to training of employees to develop new skills.
To conclude that if the management should follow performance appraisal practices properly, the
Commission fulfills organizational goals effectively. So, the researcher suggested that
administration of the Commission tried to implement the recommendation, which is mentioned
in this research paper, the problems should be minimized or avoid from time to time. |
