Factors affecting utilisation of performance appraisal practices in the telecommunications industry :( A survey of Telecommunication firms in Kenya)

Abstract

— In the fast growing telecommunications sector in Kenya, there are four big players offering services with stratagem and always looking for faster growth through employees’ performance by all means. In today’s knowledge organizations (telecommunication service providers are a good example of such organizations), where value is locked in the heads of the work force, best HR (Human Resource) practices only can ensure continued success of business organizations. Organisations have adopted performance appraisal practices to attain the mutual goals of the employees and the organization as well. This is essential because employees can develop only when the organization's interests are fulfilled. Mutual goals simultaneously provide for growth and development of the organization as well as of the human resources. The aim of the study was to discover to what extent management role, employee capacity and financial resources affect the successful utilization of performance appraisal practices in the telecommunication industry. The study adopted a descriptive survey design where the sample population was drawn through simple random sampling from line mangers in the four telecommunication firms. Closed and open ended questionnaires were used to collect data from the sample population. Data collected was coded and analysed and results presented in form of tables and charts for easier interpretation. The results from the study indicated that management role, employee capacity and financial resources play an important role in ensuring the successful utilisation of performance appraisal practices. The researcher therefore recommends that Supervisors frequently communicate the purpose of performance appraisal to employees, constantly interact with the employees on issues of performance appraisal and conduct performance related coaching to employees. The employee selection process should be objective and rigorous and during the selection process, the desired knowledge should form the key pillars of employee selection.The researcher further recommends that for a successful implementation of a performance appraisal system, financial resources need to be dedicated at each and every stage.