attributes to enhancing effectiveness through the employees, s performance as shown hereunder INPUTS Adequacy of salaries Types of administration Opportunity for advancement and promotion Conduciveness of working environment Social and institutional environments OUTPUTS Level of job satisfaction and performance Level of worker performance Economic success through self-employment PROCESS Promotion Environment Evaluation of performance Training Performance of managerial activities Regularity of assessment Figure 1. 1 Conceptual Framework model CHAPTER TWO 2.0 LITERATURE REVIEW 2.1 Theoretical Literature Review A theoretical framework is a logically developed, described and elaborated network of association among variables that have been identified through such processes as interviews observations and literature survey upon which an entire research project is based (Sweeney, 1988). 2.1.1 Performance Appraisal Performance appraisal is useful for developmental purpose which also helps to identify the eligible person for reward. It stimulates the performance and making
There was no appraisal interview between the appraiser and appraised, and the process was subjective because it mainly based on the option of the appraiser. 2.3 Research Gap were a number of studies which have been done on The Challenges Facing Open Performance Review Appraisal System (OPRAS) in Public Institutions in Tanzania. Thus, this Study was to find the gap so as to address the situation for better achievements of the public Institutions. Human Resource Managers have abilities to influence the commitment of the organization members towards the organization performance. In order to meet this important goal, they have to treat their subordinates very fairly. This is because, unfair evaluation of employee’s performance creates undeterminable criterion to employee’s engagement and commitment. Therefore, the organization which follows appropriate performance appraisal techniques such as transparency and unbiased must have employees’ commitment in performance. So this study filled a gap by establishing proper steps of performance appraisal. The study bridged the gap by identifying the weaknesses and suggesting the proper steps of performance appraisal process. Again, the study suggested the proper ways through which subordinates had to fully participating in the whole process of performance appraisal process.
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