Abstract:
The focus of this research is in the area of performance-appraisals (PA) systems.
Performance-appraisal is a key component of Human Resource Management (HRM)
in every organization and one of the most vital responsibilities for human-resources
and line managers/supervisors. A well-designed and implemented formal PA system
can serve many valuable purposes in the manager-subordinate relationship
(Longenecker et al., 1988). However, it is often perceived as a cumbersome and
destructive procedure by both managers and subordinates, and most subordinates
dread them almost as much as managers hate conducting them (Lee, 1996).
This study aimed at reviewing the effectiveness of the performance-appraisal system
at Wenchi Methodist Hospital and examine how the managers and the subordinates
affect the effectiveness of the system. The research design for this thesis is of an
explanatory nature with some descriptive elements. The study adopted a survey
strategy and used self-administered questionnaire to gather data from managers and
employees of the hospital. The sample for the study included 30 supervisors and 30
employees. The study findings revealed several potential impediments that clearly
limit the effectiveness of the system, primarily because the managers’ and
subordinates’ attitude towards the PA system.
Description:
A project report in the Department of Management Studies Education, Faculty
of Business Education, submitted to the School of Graduate Studies, in partial
fulfilment of the requirements for the award of the degree of Master of Business Administration (Organizational Behaviour and Human Resource Management) in the University of Education, Winneba
JULY, 2019
