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Please use this identifier to cite or link to this item: http://hdl.handle.net/123456789/7754

Title: Performance appraisal as a tool for motivating non-academic staff of Tamale Polytechnic
Authors: Sulemana, Falila
Issue Date: 3-Sep-2013
Abstract: This study was designed to ascertain how performance appraisal could be a source of motivation for higher productivity gains in Tamale Polytechnic. The study was conducted into the performance appraisal practices of Tamale Polytechnic, the case study organisation. This sought to find out what methods of performance appraisal the Polytechnic used and the benefits that employees derived from performance appraisal. The research was also conducted to identify the problems in the current appraisal system and how these could be solved to motivate the employees to put in their best performances. A sample size of 70% was adopted. One hundred (100) questionnaires were administered with a retrieval rate of 68%. All categories of employee groups were fairly represented. Data were analyzed using SPSS and presented in charts and figures for easy understanding. The researcher identified shortfalls in the current appraisal system of the Polytechnic and recommended that they are resolved to increase efficiency and productivity.The research found that performance appraisal was partly practiced in Tamale Polytechnic. Though performance appraisal was found to be practiced in the Polytechnic, it was not implemented in totality. The research found further that it was only when staff were going to be promoted that performance appraisalwas carried out. Also, the study revealed that significantly 22% of employees did not have knowledge of the existence of performance appraisal in the Polytechnic. This was a worrying revelation which should be addressed by the Polytechnic. It was therefore recommended that the HRM of Tamale Polytechnic should organise a sensitisation programme to educate all staff on the performance appraisal system in the Polytechnic and its impact on the productivity of the Polytechnic.
Description: A thesis submitted to the Graduate School of Business KNUST, Kumasi, in partial fulfillment of the requirements for the award of a degree in Masters of Business Administration (HUMAN RESOURCE MANAGEMENT), 2013.
URI: http://hdl.handle.net/123456789/7754
Appears in Collections:College of Arts and Social Sciences

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