Employees’ Perception of Performance Appraisal System: A Case Study

  •  Francis Boachie-Mensah    
  •  Peter Awini Seidu    


Performance appraisals are essential for effective evaluation and management of staff. Since perceptions
influence people’s judgement and attitudes towards particular phenomena, it could be expected that the staff of
an educational institution might hold diverse opinions about the performance appraisal system in the institution.
This study focused on employees’ perceptions of performance appraisal biases or errors, and examined the
implications for developing and implementing an effective appraisal system in a polytechnic in Takoradi, Ghana.
The study also sought to identify pragmatic ways to ameliorate any appraisal biases that may be present in the
institution’s appraisal system. Data was collected from 140 employees of the institution, which included both
academic and administrative staff who had worked in the institution for at least two consecutive years, and
whose work had been appraised previously. A content validated semi-structured interview schedule was used to
interview the respondents. The data collected was analysed, using descriptive statistics, in order to address the
research questions. The results of the study indicate that employees of the institution perceive that the
performance appraisal system of the institution is affected by subjectivity, and is influenced by some major
errors. The findings have serious managerial implications for training, motivation and provision of resources for
effective performance appraisal. A major limitation of the study is that, due to financial constraints, it was
conducted in only one institution. Therefore, the findings may not be described as a reflection of the general state
of affairs in the other educational institutions in the country.

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