Factors affecting the implementation of Open Performance Review and Appraisal System: a case study Ministry of Foreign Affairs and International Cooperation Tanzania
| dc.contributor.author | Yassoda, Fatma S. | |
| dc.date.accessioned | 2020-08-07T08:17:25Z | |
| dc.date.available | 2020-08-07T08:17:25Z | |
| dc.date.issued | 2015-05 | |
| dc.description | A research report submitted to the College of Applied Economics and Management Sciences in partial fulfillment for the Award of Bachelor’s Degree in Human Resource Management at Kampala International University | en_US |
| dc.description.abstract | Tanzania is going through profound restructuring that force the public sector to become more efficient and effective. In this respect, one of the most popular tools used in the contemporary reform programme is the application of Open Performance Review and Appraisal System. However, the successful implementation of Open Performance Review and Appraisal System faces numerous challenges and obstacles. The study aimed in assessing the contribution of performance appraisal in the performance of different ministries in the government. The general objective of the study is to identifying factors affecting the smooth implementation of OPRAS in the Ministry of Foreign Affairs and International Cooperation". Specifically the study was to examine the factors affecting the implementation of Performance Appraisal System in Ministry of Foreign Affairs and International Cooperation"; how performance appraisal system affect employees performance in the Ministry and suggesting the strategies for effective implementation or performance appraisal in the Ministry. The study employed a case study design with questionnaires interviews, and documentation as the main data collection methods. This study used both qualitative and quantitative approaches. The study findings revealed that the contribution of performance appraisal in Tanzania faced different challenges including financial resource constraints, poor participation of employees in preparation process. Practicability as well as leadership style. The findings also, revealed that, about 18 percent of the respondents strongly agreed that performance appraisal change the performance or the employees in the ministry while 40.7 percent strongly disagree to the notion that performance appraisal change the performance of the employees. On the other hand. 28. J percent disagree while 13 percent were uncertain. Thus, the identified challenges affect the contribution of Performance Appraisal System in the Ministry. However, the stud y suggested the strategies for better implementation of OPRAS which include clear goals and expectations, political will, monitor performance and rewarding the right behavior. | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/13840 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University; College of Humanities and Social Science | en_US |
| dc.subject | Implementation of open performance review | en_US |
| dc.subject | Appraisal system | en_US |
| dc.subject | Ministry of Foreign Affairs and International Cooperation | en_US |
| dc.subject | Tanzania | en_US |
| dc.title | Factors affecting the implementation of Open Performance Review and Appraisal System: a case study Ministry of Foreign Affairs and International Cooperation Tanzania | en_US |
| dc.type | Other | en_US |