Effects of Performance Appraisal System on Employees Performance of National Police Service Kenya

Abstract

Performance appraisal is a review and discussion of an employee performance of assigned duties and responsibilities. A good appraisal system is so fundamental to the management of people in any organization. The general objective of this study was to analyze effects of performance appraisal system on employee’s performance of national police service Kenya. The study was guided by the following specific objectives: To assess the effects of appraisal techniques on employee’s performance at National Police Service; to determine the effects of performance feedback on employee’s performance at National Police Service; to establish the effect of employee’s attitude on employee’s performance at National Police Service and to analyse the effects of top management support on employee’s performance at National Police Service. This study was underpinned on four theories which includes; Justice Theory, Equity Theory Goal Setting Theory and Expectancy Theory. The study employed descriptive survey research design. The study location was Nairobi Central Business District. The study focused on the four police stations located in CBD. These included Central police station, Kamukunji police station, Parliament police station and KICC police station. The total population of the four police stations as per the Human Resource, Police Service Commission (2018) is 862. From the above population of 862 respondents the study picked 20% of the entire population. Thus, the study sample sampled 172 respondents. In this study, a questionnaire was used. Data collected was coded to enable the responses to be grouped into various categories. Analysis was done quantitatively and qualitatively by use of descriptive statistics. This included percentages, mean and standard deviation which were presented using tables, bar charts to give a clear picture of the research findings. The qualitative data was analysed using content analysis and findings presented in prose form. To quantify the strength of the relationship between the variables the researcher conducted a multiple regression analysis. This study concluded that Performance appraisal system is the only tangible metric way by which an organization can know the level of performance of its diverse employees. Although most employees are aware of the type of performance appraisal techniques used in the Police service. Further such appraisal techniques are not based on any serious formal purpose for which they were designed. Conclusively, appraisal techniques used in the police Service are not effective and that they exist just as a matter of formalities, the Police Service cannot measure employees’ performance hence making it difficult to achieve the intended Human Resource Management objectives. This study therefore recommends that appraisal system should be able to guide the Police Service in identifying employees training needs, their execution and evaluation on whether they achieve their intended objectives. The systems should be used to evaluate the employees which are ready for promotion and other motivational rewards. The system should also be used to evaluate the employees who should be coached and prepare them for deployment, transfers or new assignments. Appraisers should not confront employees directly with criticism. Rather, they should aim to let the evidence of poor performance emerge naturally during the course of the appraisal interview. During the design of performance appraisal system, the management should consider all factors of an effective system so as to achieve the goals upon which they designed.