ghanaopendata/ghanaian-research-english huggingface dataset:
Performance Appraisal and Employee Development in the University of Education, Winneba, Ghana

The study examined performance appraisal (PA) and employee development in the University of Education, Winneba. The concurrent triangulation strategy or design from the pragmatic perspective was adopted for the study. A multi-stage sampling technique such as simple random, stratified and purposive sampling techniques were used to sample of 159 from a population of 271 (comprising 61 senior members and 210 senior staff) administrative staff of the University of Education, Winneba. Data collection instruments were questionnaire and unstructured interview guide. Quantitative data was analysed with frequencies, percentages, means and standard deviations, and Pearson correlation matrix. Pattern matching was used to present the qualitative data after coding and thematic analysis. The study found that administrative staff of the University were not satisfied with the present ranking PA method or system in vogue. Respondents strongly endorsed the need for 360-degree feedback PA system because it provides feedback from multiple sources and had a statistically positive significant relationship with employee development and performance. It was recommended that the management of the division of the human resource of the university should gradually phase out the existing performance appraisal system and introduce the 360-degree feedback performance appraisal system.

Source: UCC
Performance Appraisal and Employee Job Performance in Institutions of Higher Learning in Ghana: the Case of Valley View University

In recent years, Performance Appraisal (PA) has become a key feature of the drive by organization and institutions towards achieving competitive advantage through continuous performance improvement. Educational institutions have therefore used PA to clarify and define performance objectives and expectations, identify training and development needs, provide counseling and guidance, improve individual/team performance, motivate and control staff and to achieve cultural change. Owing to the role these factors play in attaining educational goals, a descriptive survey was used to investigate the effects of performance appraisal as a Human Resource tool for enhancing management and staff performance, using Valley View University (VVU) as a case study. Data for the study was obtained from 100 employees of the University, with an estimated population of about 900 employees. The data was analyzed using descriptive statistics (mean and standard deviation) and the results presented in tables. The findings suggest a positive relationship between performance appraisal and employee performance if effectively administered and feedback addressed properly. Based on the findings of the study and the resulting conclusions drawn, it is recommended that management should show more commitment and fairness in the implementation of performance appraisal by involving employees in the policy formulation or review. The study further suggests that a comparative study be conducted for other private Universities in the country.

Source: UCC
Performance Appraisal and Employee Performance at Ga Central Municipal Assembly

ABSTRACT The influence of performance appraisal on the performance of Ga Central Municipal Assembly staff was investigated in this study (GCMA). It specifically assessed the performance appraisal method, applicable at the assembly; assessed staff perception of performance appraisal, and the effect of performance appraisal on staff performance. The study was underpinned by the goal and equity theories, while the quantitative approach and descriptive survey design were employed. It randomly selected 113 staff at the assembly and used structured questionnaires to gather its primary data. A valid response rate of 91.15 percent was achieved and the data was processed using IBM SPSS Statistics version 26. Data analysis was carried out through descriptive (percentages, mean and standard deviation scores) and linear regression statistical tools. This study found the self-assessment method as the most applicable at the assembly. Also, the study found a significant, positive and moderate influence of performance appraisal on staff performance. It, therefore, concluded that performance appraisal plays a substantial role in enhancing performance of staff of GCMA. It was recommended that management of GCMA should develop comprehensive strategies to improve its performance appraisal methods; invariably promoting staff performance

Source: UCC
Performance Appraisal and Employee Performance at the Gomoa West District Assembly

The study sought to examine the effect of performance appraisal on employees’ performance at Gomoa West District Assembly. Data for the study was obtained from staff of Gomoa West District Assembly in Apam. A sample size of 80 respondents was used for the study. The specific objective of the study was to examine the performance appraisal systems; the challenges associated with staff performance appraisal system being used; and the effect of performance appraisal on employees’ performance at the Gomoa West District Assembly. A semi-structured was developed to elicit information from respondents. The study employed simple random sample in the selecting of the target group. The regression model was used to examine the actual contribution of performance appraisal on employee performance. Further, the study exposed the impact of motivation on organizational performance as improving employees’ level of efficiency, helping employees to meet their personal goals, increase employee satisfaction, and helping employees to increase revenue mobilization. The study recommended that, to generate higher levels of satisfaction with performance appraisal, management of the Gomoa West District Assembly must ensure that specific learning goals are set for staffs, better learning aids are employed and effective assessment of knowledge and skills acquired are conducted during training of staffs. It is relevant for management of the Gomoa West District Assembly to employ strategic measures to improve feedback system. This is because feedback in itself could be a motivational influence towards their capacity building. Also, performance appraisal should directly link to training and development of the weakness of the appraisal. Thus, based on the outcome of the appraisal, employees should be trained to develop their potentials in their areas of specialisation.

Source: UCC
Performance Appraisal and Performance of Employees at Ghana Cocoa Board

Performance appraisals have become crucial in the administration of organizations globally, and it is often the most significant consideration to determine whether to promote an employee. While success in the present job does not necessarily mean that the employee will be an effective performer in a higher-level job, performance appraisals provide some predictive information that can be used to identify employee’s strengths and weaknesses. As a result, performance appraisals have become a powerful tool for increasing motivation and improving work practices if done in an open, constructive and supportive manner. In light with this, the study sought to evaluate the impact of performance appraisal on the performance of employees at the Takoradi Branch of Ghana Cocoa Board (COCOBOD). The study employed a quantitative approach with a blend of correlational and regression techniques in estimating the relationship. The population constituted the workers at COCOBOD, from which a sample of 160 respondents were purposively selected. The results from the study confirms the existence of a significant and positive relationship between performance appraisal and employee performance. The study identified the challenges of performance appraisal to include the absence of a criteria for appraising employees, the nonexistence of a predetermined system for tracking the performance of employees for the purpose of the appraisal exercise. The study recommends that management endeavour to address the challenges of the appraisal exercise to make it more effective.

Source: UCC
Performance appraisal and productivity in the Ghana Museums and Monuments Board

The general objective of the study was to investigate the performance appraisal on employee productivity in the Ghana Museums and Monuments Board (GMMB). The population of the study is One hundred and thirty-five staff and One hundred were selected for the study. Purposive sampling technique was employed to select respondents for the study. Questionnaires were administered to employees at GMMB in Accra and Cape Coast. Result from the study revealed that the human resource department was responsible for the design and implementation of performance appraisal. Again, it was revealed that the time feedbacks were given to appraise were not consistent. Furthermore, the performance appraisal was characterized by biases and impartiality during the appraisal process leading to unacceptable ratings scores. It was recommended that the Human Resource Department at GMMB should involve other stakeholders during the design of appraisal and its implementation. They should also give consistent feedback to reduce the incidence of biases and impartiality since appraises are well educated on the programme. Feedback should also be given to all appraises at a specified period and in a conducive atmosphere.

Source: UCC
Performance appraisal in First Allied savings and loans ltd.

The study followed the procedures of a descriptive analysis. It described how a private company appraised the performance of its workers. Among the objectives were the description of a model performance appraisal system, the description of the appraisal system of First Allied Savings & Loans Ltd, the analysis of the weaknesses thereof and suggestions to improve upon the appraisal system of the company. To achieve the objectives aforementioned, questionnaires were designed to gather relevant information. Upon the administration of the questionnaire and interviews it came to light that the company appraises the performance of its workers using a formally designed performance appraisal system based on the graphic rating method. By comparison with the model appraisal system, it became obvious that though the appraisal system of the company had its strengths, it also had some weaknesses attached to it. For example it was revealed that appraisal interview was virtually non-existent. Also workers are not involved in setting performance targets at the beginning of the appraisal year. Furthermore, the company does not have any policy document on the appraisal of workers. It was concluded that, among other things the company could take steps to improve upon the way it appraises its workers by documenting the standard procedures that should be adopted by all whose responsibilities include the appraisal of workers, ensuring that feedback is made an essential aspect of the appraisal system, and organizing regular training for both the appraiser and the appraised.

Source: UCC
Performance appraisal system and attainment of peformance targets at the Cape Coast Teaching Hospital

The purpose of the study sought to examine the relationship between performance appraisal system and attainment of performance targets at Cape Coast Teaching Hospital, Central Region. To achieve the main purpose the following specific objectives were pursued: assess the performance appraisal practices of Cape Coast Teaching Hospital, examine the performance targets of Cape Coast Teaching Hospital and to examine the relationship between performance appraisal practices and performance targets. The study adopted a quantitative approach and the design was descriptive and correlational design. Out of a population of 230 respondents, 144 respondents were randomly selected to participate in the study using Krejcie and Morgan’s 1970 sample size determination formula. The Research instrument used was questionnaire and the findings were that the teaching hospital adopts variety of methods in appraising the performance of employees including job results/outcome, essay method, forced distribution, graphic rating scale, and behavioural checklist. It was also found that, the teaching hospital has varieties of goals including provision of health at an absolute level, minimized inequitable disparities in health, responsiveness and people centeredness and financial risk protection in health. The study further found that a statistically significant moderate correlation was between performance appraisal practices and performance targets at Cape Coast Teaching Hospital. The study concluded that performance appraisal practices was a contributor to the attainment of performance targets. It was recommended that performance appraisal is a means not an end. And as means human resource development would be better off if performance appraisal is genuinely conducted.

Source: UCC
Performance appraisal systems: A comparative study of premier public and private universities in Ghana

Any efficient performance appraisal system should ensure fairness and aim at giving opportunity for employees to air their views. The objective of the study was to determine the performance appraisal methods used in the public and private universities, its effects and challenges so as to suggest ways of improving it. Instruments used were questionnaire, stratified and purposive sampling methods were used, and the data was processed and analyzed using comparative analysis framework and descriptive and statistical analysis. The determined sample size was 933, this was selected from four universities in Ghana. The four universities comprised of the first two public universities and first two private universities in Ghana . The random method was used to select 934 staff who were then given questionnaires, 734 questionnaires were retrieved representing 78.6%. It was revealed from the study that both public and private universities in Ghana use the six modern performance appraisal methods (management by objective, 360-degree feedback, Assessment centred method, Behaviorally anchored ratingc scale, Psychological appraisal and Human-Resource (Cost) Accounting Method) to assess their staff. In addition, the performance appraisal has positive effect on the performance of the staff in these univeersities. The main challenge to the universities was the lack of operational resources to conduct the appraisal. The study concluded that with the modern methods of performance appraisal, both the qualitative and quantitative aspects of an employee are evaluated. It compares an employee’s performance with specific behavioral examples that are assigned. It was therefore recommended that the managements should use the 360- Degree method often since it involves all other stakeholders.

Source: UCC
Performance Assessment And Investment Decision Making Of Commercial Bank Customers Based On The Financial Statements

This study assessed the performance assessment and investment decision making of commercial bank customers based on the financial statements, focusing on the case of customers of ten selected commercial banks in the Accra Metropolis. The study discussed agency theory, efficient market hypothesis, the concept of performance assessment and investment decision making as part of the theoretical and conceptual reviews. This study utilised the positivism research paradigm and the quantitative research approach. The study was analysed using descriptive statistics to examine the the performance assessment and investment decision making of commercial bank customers based on the financial statements. In all, 320 customers from the ten selected commercial banks in the Accra Metropolis were included in the study, and the research employed a questionnaire to elicit the required data for the study. The findings demonstrated that ratio analysis and common size analysis exhibited weak and statistically non-significant relationships with dividends payment decisions, vertical and horizontal analyses were found to have strong positive and statistically significant effects. Also, the study found out that that ratio analysis and vertical analysis had weak and non-significant impacts. Lastly, the findings revealed significant positive impacts across all four analytical methods. Based on the results, it was recommended that banks should offer educational programs and workshops for their customers to better understand financial statement analysis techniques.

Source: UCC
Performance Assessment of a Solar Module Under Different Weather Conditions Through Simulation and Experimental Validation; A Case Study of a 2.5 Mw Solar Power Plant at Navrongo, Ghana

The global agenda of increasing the amount of renewable energy used in many nations and organizations is to harness solar energy from solar photovoltaic (PV) cells or systems. However, the generation of power through PV systems is highly affected by the weather conditions. This study is to assess the performance of a JKM 295P-72 solar module in terms of its maximum power output and power output performance efficiency under different weather conditions. Two JKM295P-72 polycrystalline solar modules were used for the outdoor experimental setup for each weather condition - one as the control and the other as the experimental module. The electrical characteristic curves were generated through MATLAB, R2018a simulation of equivalent circuit model equation of the PV module. The results indicate that the solar module is best performed during its clean (control) state with a performance efficiency of 17.4 % and a maximum power output of 282. 8 W; followed by the harmattan module with a performance efficiency of 16.12 % and power output of 259.1 W. This was followed by the dry-windy and then by the rainy weather conditions. The reductions in power output and the reduction in module efficiency under each of the weather conditions were determined. Reasons accounting for the differences in performance under the different weather conditions have been presented. Finally, the relationship between power output, efficiency and solar irradiance has also been highlighted. The performance results for the two consecutive years during which the study was conducted were highly correlated. This study will enable managers of the solar power plant to make informed decisions on the expected output power generated under different weather conditions.

Source: UCC
Performance Audits in the Public Sector of Ghana: A Case of a Government Ministry

The public sector has implemented policies to fulfil the New Public Management strategy. In Ghana, the performance of public sector organisations has been the focus of the New Public Management agenda. Consequently, performance audits have been introduced by the Auditor-General to examine the use of resources to achieve organisational goals. This study examines the use of performance audits, the perception of the usefulness of performance audits, and the challenges in conducting performance audits in the Ghanaian public sector. The study adopted a qualitative approach. The data was collected using six key respondents who are auditors and management members of a government ministry in Ghana. The study found that public sector organisations conduct performance audits utilising the expertise of the Ghana Audit Service. The study found that the Three E’s, namely economy, efficiency, and effectiveness, are primary criteria for assessments. The study also found that the competency of auditors, perception of audit quality, and the agreement of audit reports are factors that affect the perception of the usefulness of performance audits. Performance audits were found to lead to changes in budgetary allocations, changes in strategies, internal controls, and staff training. The study also identified that the lack of support from the management of organisations and disagreements with audit reports are the main challenges facing performance audits. This study recommends using performance audits as a means of enhancing public sector performance in developing economies. This study contributes to knowledge of performance audits in the Ghanaian public sector.

Source: UCC
Performance characteristics of two polyester poplin lining fabrics sold on the Ghanaian market

This study investigated the influence of laundering and stitch density, on fabric and seam strength, elongation and efficiency of plain seams, in two types of polyester poplin linings sold on the Ghanaian market. To accomplish this, experimental quantitative design was employed for the study. Two types of lining fabrics (Kell Star and Kell Special), two ranges of stitch density (12 and 15 SPI) and three cycles of washing were used to carry out the investigation. A total number of 135 specimens each from the two fabrics were obtained for the study. The specimens were stitched with the Ankerette® electric sewing machine and washed at a temperature of 60oC for 30 minutes with the Standard Launder-Ometer (Gyrowash 315). After drying, the tensile strength and elongation of the specimens were tested with the Universal Tensile Tester (MARK-10) at a rate of 25mm/min. Descriptive statistics (means, standard deviations) and inferential statistics (independent sample t – test, one way ANOVA) were used to analyze the data. The findings revealed that with regards to the seam strength, fabric types, stitch densities and washing did not have a statistically significant difference. There was a statistically significant difference however, between fabric types and stitch densities with regard to the seam efficiency but washing showed no statistically significant difference with regard to the seam efficiency. The results also showed that with regards to the seam elongation, a statistically significant difference was found only with stitch densities but not with the fabric types and washing. It was recommended that dressmakers should be educated through outreach programmes to use appropriate stitch densities in the construction of garments.

Source: UCC
Performance evaluation of a deployed 4g Lte network

In Ghana and many countries within Sub-Sahara Africa, Long Term Evolution (LTE) is being considered for use within the sectors of Governance, Energy distribution and transmission, Transport, Education and Health. Subscribers and Governments within the region have high expectations for these new networks and want to leverage the promised enhanced coverage and high data rates for development. Recent performance evaluations of deployed WiMAX networks in Ghana showed promising performance of a wireless broadband technology in supporting the capacity demands needed in the peculiar Sub-Saharan African terrain. The deployed WiMAX networks, however could not achieve the optimal quality of service required for providing a seamless wireless connectivity demands needed for emerging mobile applications. This paper evaluates the performance of some selected key network parameters of a newly deployed LTE network in the 2600 MHz band operating in the peculiar Sub-Saharan African terrain under varied MIMO Antenna Configurations. We adopted simulation and field measurement to aid us in our evaluation. Genex Unet has been used to simulate network coverage and throughput performance of 2X2, 4X4 and 8X8 MIMO configurations of the deployed networks. The average simulated throughput per sector of 4X4 MIMO configuration was seen to be better than the 2X2 configuration. However, the percentage coverage for users under the 2x2 MIMO simulation scenario was better than that of the adaptive 4x4 MIMO configuration with 2x2 MIMO achieving 60.41% of coverage area having throughput values between 1 - 40Mbps as against 55.87% achieved by the 4x4 MIMO configuration in the peculiar deployment terrain

Source: UCC