Performance Appraisal Training of Employees: A Strategy to Enhance Employees' Performance in Public Teacher Training Colleges in Kenya

Autor/inn/en	Miriti, Justine Majau; Kirima, Lucy K.; Nzivo, Mirriam M.; Thuranira, Simon; Budambula, Nancy L. M.
Titel	Performance Appraisal Training of Employees: A Strategy to Enhance Employees' Performance in Public Teacher Training Colleges in Kenya
Quelle	In: International Journal of Educational Administration and Policy Studies, 13 (2021) 1, S.10-22 (13 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	2141-6656
Schlagwörter	Foreign Countries; Schools of Education; Personnel Evaluation; Evaluators; Deception; Prevention; Delivery Systems; Conflict Resolution; Career Development; Training; Kenya + Suchen Sie Ihr Suchwort? Ausland; Erziehungswissenschaftliche Fakultät; Personalbeurteilung; Täuschung; Prävention; Vorbeugung; Auslieferung; Conflict solving; Konfliktlösung; Konfliktregelung; Berufsentwicklung; Ausbildung; Kenia
Abstract	Human Resource (HR) practices like performance appraisal (PA) training are meant to ensure that employees are equipped with the knowledge and skills needed for the attainment of organisational goals. However, gaps still exist on the relationship between PA employees' training and employees' performance. This study aimed to establish the relationship between PA training and employees' performance in Public Teacher Training Colleges (PTTCs) in Kenya. A cross-sectional survey study was conducted among 282 employees comprising 185 appraisee's and 97 appraisers in all the 27 PTTCs. Proportionate stratified sampling technique was used and a self-administered semi-structured questionnaire was used to collect sociodemographic data and PA practices. Linear regression analysis indicated that PA training contribution to employee's performance was not significant (R2 = 0.001). Appraisee's preferred quarterly appraisal trainings and appraisers preferred those conducted twice a year (P=0.0054; P=0.0025), respectively. Personal request (P=0.0086) was the basic selection criterion considered for appraisers to attend PA training whereas for appraisee's, the management considered individual performance (P=0.0011). The PA training among appraisers focused on corruption prevention and service delivery (P=0.0031; P=0.0232 respectively) whereas for appraisee's, it focused on conflict resolutions (P=0.0299). Additional courses besides PA training were intended to enhance employees' personal development (P=0.0002). Appraisers opined that the relevance of PA training on employees' personal development was not relevant at all (P=0.013) and ineffective (P=0.0055). Results suggest well-designed PA programmes that guarantee employees' personal development and career progression enhances their commitment and may positively affect their performance. (As Provided).
Anmerkungen	Academic Journals. e-mail: IJEAPS@academicjournals.org; Web site: http://www.academicjournals.org/journal/IJEAPS
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2024/1/01