Vincent de Paul Kanwetuu, Department of Sociology and Social Work, Faculty of Social Sciences, College of Art and Social Work, Kwame Nkrumah University of Science and Technology, Kumasi, Ghana
Performance appraisal system (PAS) has been viewed by academics and human resource practitioners as an effective tool for human resource management (HRM). Yet effective PAS remains a practical challenge to managers and employees because of cognitive, motivational and behavioural factors. A review of recent studies also showed that employees in some financial institutions viewed PAS as discriminatory, punitive and judgemental where bias and cronyism replaced objectivity. A social survey was conducted among employees of six financial institutions in the Kumasi Metropolis. A survey questionnaire was administered among both managerial and subordinate staff. Data gathered were analyzed quantitatively using both descriptive and inferential statistical tools. It was revealed that employee participation in the appraisal process was generally high and this increased satisfaction and fairness which consequently enhanced employee motivation to perform. It was also revealed that manager-subordinate interaction was very cordial and this boosted employee motivation and majority of employees preferred appraisal to be used for satisfying training and development needs of employees. Some recommendations were made.
Performance appraisal, Human resource management, Motivation, Employee involvement, Financial institutions
