PRACTICES OF ADMINISTRATIVE STAFF PERFORMANCE APPRAISAL SYSTEMS AT ST. MARY’S UNIVERSITY HEAD QUARTER BETWEEN 2012 TO 2016

Abstract

Human Resource is a significant arena in the existence of any organization. Organizations cannot survive without their employees. Therefore, employees are obligated to fulfill various types of tasks which they are hired for. Performance appraisal is one of the most important tools in human resource management. Evaluating and documenting employee’s performance is necessary for human resource development, employees and organization. This can strengthen the overall organizational performance to this effect no matter how large or small the organizations it must use a performance appraisal system. This study assesses practice of administration staff performance appraisal system at St. Mary’s University. The study uses descriptive research type and it also uses stratified random sampling technique to take a sample from the total population of 347 exist in the Administrative staff. Data was obtained by questioners from 74 respondents in the University. The data obtained through questionnaire were presented and analyzed using simple descriptive analysis such as frequency and percentage. An interview was also conducted with human resource managers of the university. The finding of the study indicated that respondents believe the performance appraisal process lacks good implementation, thus expressing their dissatisfaction on the appraisal system. Respondents’ agreed that the purpose of performance appraisal in motivating or developing employees was hardly in effect, at St. Mary’s University. Respondents are in agreement with the content of the system and feedback process of the performance appraisal system. The findings and the recommendations of this study would help the management to get a valuable lesson so that possible insight would be gained and remedies would be given.