| dc.description.abstract | Performance appraisal is actually an evaluation and Appraisals are responsible for a familiar, standard, acknowledgement of an employee's performance of recognized, verified and an outline for potential and given responsibilities and accountabilities(Danish, Q.R. and A. Usama, 2010). Evaluation and possible development, directional purposes, along with nurturing enthusiastic equality.
Afshan et al. (2012) define performance as the achievement of specific tasks measured against predetermined or identified standards of accuracy, completeness, cost and speed. Employee performance can be manifested in improvement in production, easiness in using the new technology, highly motivated workers.
Employee performance is normally looked at in terms of outcomes. However, it can also be looked at in terms of behavior (Armstrong 2000). Kenney (1992) stated that employee's performance is measured against the performance standards set by the organization. There are a number of measures that can be taken into consideration when measuring performance for example using of productivity, efficiency, effectiveness, quality and profitability measures (Ahuja 1992) as briefly explained hereafter. Profitability is the ability to earn profits consistently over a period of time.
The study will be based and directed on the following objectives, that is; to find out the effect of managers appraisal on the performance of Employees at GM Tumpeco Uganda Limited, to establish the effect of self appraisal on the performance of Employees at GM Tumpeco Uganda
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Limited and to find out the effect of team appraisal on the performance of Employees at GM Tumpeco Uganda Limited.
This study therefore, seeks to fill this knowledge gap by investigating the effect of performance appraisal on the performance of Employees in Uganda at GM Tumpeco Uganda Limited | en_US |
