| dc.description.abstract | Many organizations are faced with various challenges as they endeavor to gauge and
improve employee performance .Organizations overall performance is affected by the
individual and group performance of its employees. Performance Appraisal System
(PAS) is a critical component of the overall human resource management function in the
public service. It is predicated upon the principle of work planning, setting of agreed
performance targets, feedback and reporting and is linked to other human resource
management systems and processes including staff development.
The main purpose of the study was to assess the perception of performance appraisal in
the Department of Immigration with emphasis on its Headquarters in Nairobi and Jomo
Kenyatta International Airport. The study highlighted various issues such as scope of
application, highlights of the old system, implementation of the new system of appraisal,
training on performance appraisal and its effects ,advantages and shortcomings of
appraisal including of the form GP 247,appraisal interviews, feedback and the
relationship between appraisal and performance, motivation and reward or sanction
management.
The research methodology was descriptive with a sample of 158 employees drawn from
four stratums, namely the Heads of Departments, Immediate Supervisors, Officers other
than Heads of departments in each grade and other supervisors and staff. The study
findings revealed that though performance appraisal on paper was built on solid
principles, its implementation falls short and greater sensitization was required work to
harness its full potential. | |
