EFFECT OF PERFORMANCE APPRAISAL METHODS ON EMPLOYEE PRODUCTIVITY IN PUBLIC INSTITUTIONS IN RWANDA, A CASE STUDY OF RWAND AIR
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2025
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| _version_ | 1866901464865046528 |
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| author | Singh Satyendra Narayan Ms Yvonne Gatsinzi |
| author_facet | Singh Satyendra Narayan Ms Yvonne Gatsinzi |
| contents | <p>ABSTRACT <br>Performance management has been gaining momentum both in private and public sectors. Performance <br>appraisal which is part of performance management, refers to the process that evaluates the performance of <br>employees at work in relation to the task or project the employee has worked upon. It is an evaluation of the <br>contribution of employees towards the performance of organizations. The main objective of the research was to <br>investigate the effect of performance appraisal methods on the employee productivity in public institutions in <br>Rwanda, taking a case of Rwandair. The specific objectives included, to investigate the relationship between <br>results-based management performance appraisal method and employee productivity in Rwandair; to determine <br>the effect of assessment centre performance appraisal method on employee productivity Rwandair and to <br>establish the relationship between 360-Degree feedback performance appraisal method and employee <br>productivity Rwandair. Descriptive research design as well as correlation design were used to achieve these <br>objectives. A sample size of 119 respondents were selected using stratified random sampling technique. Data <br>was collected using structured questionnaire. The data collected was analysed using SPSS version 21 and <br>presented using tables and graphs. Pearson’s coefficient correlation and regression analysis were also <br>conducted to determine the relationship among the study variables. The findings on objective one showed that <br>74.4% of the respondents said that they were aware of appraisal methods used in evaluating employee <br>performance in Rwandair. A total of 97.7% of respondents agreed that the result-based management has made <br>everyone accountable in their office of work. The findings on objective two revealed that all the agreed that <br>continuous evaluation of the employee progress ensures that the employee appraisal is detailed. All respondents <br>were also in agreement about the statement that the performance appraisal help the management to increase <br>the productivity of the employees. All the three indicators of the independent variable, namely, result based <br>management, assessment centre method and 360-degree method, are positively and significantly related to the <br>dependent variable, employee productivity. The regression model was found to be significant <br>with an R-squared of 0.549. This showed that the combined effect of the three performance appraisal <br>methods influences 54.9% of the employee productivity at Rwandair. The results revealed that all the three <br>indicator variables were significant at 5% are presented. The researcher highly recommends that Rwandair and <br>other organizations should have effective employee appraisal methods if they are to keep their employees <br>motivated. The researcher also recommends that employees should be collaborative with</p> |
| format | Recurso digital |
| id | zenodo_https___doi_org_10_5281_zenodo_15647526 |
| institution | Zenodo |
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| publishDate | 2025 |
| publisher | Zenodo |
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| spellingShingle | EFFECT OF PERFORMANCE APPRAISAL METHODS ON EMPLOYEE PRODUCTIVITY IN PUBLIC INSTITUTIONS IN RWANDA, A CASE STUDY OF RWAND AIR Singh Satyendra Narayan Ms Yvonne Gatsinzi <p>ABSTRACT <br>Performance management has been gaining momentum both in private and public sectors. Performance <br>appraisal which is part of performance management, refers to the process that evaluates the performance of <br>employees at work in relation to the task or project the employee has worked upon. It is an evaluation of the <br>contribution of employees towards the performance of organizations. The main objective of the research was to <br>investigate the effect of performance appraisal methods on the employee productivity in public institutions in <br>Rwanda, taking a case of Rwandair. The specific objectives included, to investigate the relationship between <br>results-based management performance appraisal method and employee productivity in Rwandair; to determine <br>the effect of assessment centre performance appraisal method on employee productivity Rwandair and to <br>establish the relationship between 360-Degree feedback performance appraisal method and employee <br>productivity Rwandair. Descriptive research design as well as correlation design were used to achieve these <br>objectives. A sample size of 119 respondents were selected using stratified random sampling technique. Data <br>was collected using structured questionnaire. The data collected was analysed using SPSS version 21 and <br>presented using tables and graphs. Pearson’s coefficient correlation and regression analysis were also <br>conducted to determine the relationship among the study variables. The findings on objective one showed that <br>74.4% of the respondents said that they were aware of appraisal methods used in evaluating employee <br>performance in Rwandair. A total of 97.7% of respondents agreed that the result-based management has made <br>everyone accountable in their office of work. The findings on objective two revealed that all the agreed that <br>continuous evaluation of the employee progress ensures that the employee appraisal is detailed. All respondents <br>were also in agreement about the statement that the performance appraisal help the management to increase <br>the productivity of the employees. All the three indicators of the independent variable, namely, result based <br>management, assessment centre method and 360-degree method, are positively and significantly related to the <br>dependent variable, employee productivity. The regression model was found to be significant <br>with an R-squared of 0.549. This showed that the combined effect of the three performance appraisal <br>methods influences 54.9% of the employee productivity at Rwandair. The results revealed that all the three <br>indicator variables were significant at 5% are presented. The researcher highly recommends that Rwandair and <br>other organizations should have effective employee appraisal methods if they are to keep their employees <br>motivated. The researcher also recommends that employees should be collaborative with</p> |
| title | EFFECT OF PERFORMANCE APPRAISAL METHODS ON EMPLOYEE PRODUCTIVITY IN PUBLIC INSTITUTIONS IN RWANDA, A CASE STUDY OF RWAND AIR |
| url | https://doi.org/10.5281/zenodo.15647526 |