Assessing Performance Appraisal Practices: The Case Of Commercial Bank Of Ethiopia In Ambo And Guder Town Branches, Oromia Regional National State, Ethiopia

Abstract

Performance appraisal practice is the communication between employees and immediate supervisor; the immediate supervisor gives evaluation value as per the standard of activities of the organization established during the planning communication of the bank in the study area. The grievance handling procedure is when the employees are taking their complaints to the next supervisor step by step by expecting positive response from the higher the bank officials. The performance appraisal plays a great role in CBE because each individual employees evaluated by daily operations they did, this indicates that high employees performance results high organizational performance (profit).The researcher study on Assessing Performance Appraisal System Practices: The Case of Commercial Bank Of Ethiopia in Ambo and Guder town Branches, Oromia Regional National State, Ethiopia. The problem of this research study is first employees are not participated in standard setting, performance management results are not communicated to employees and appealing, feedback and grievance handling procedures do not go as employees satisfaction. To give strong recommendation that leads to binding solution by the concerned body, my specific objectives are: - to identify the attitude of employees, to explore performance appraisal practice and to examine employees appealing and grievance procedure. The target total population was five branches of Ambo and Guder town of Commercial Bank of Ethiopia. Simple random sampling was used to sample the questioners distributed to them. The questionnaires were distributed and all collected. The collected data was analyzed through full descriptive method of analysis using table form. The research design and approach were descriptive and qualitative research approach. The types and sources of data are both primary and secondary data where as the primary and secondary data collection was used by the researcher. The researcher used Yamane formula to determine sample size; from each branch proportional allocation was used. The respondents in their age, experience, status, and services are matured enough to give detail and necessary information during questioners. From table 4.3 through table 4.7, the more respondents answered strongly disagree and disagree while they were asked positive questions during questioners. This result indicated that there are visible problems needing strong recommendation leading to binding solution. The members of the bank in the study area are initiated to work in good manner for the case that performance appraisal strong in showing of employees’ performance for increasing profit of the bank in the study area. From the finding of the study; it can be summarized that performance appraisal system and its practices in the study area brings a lot in upgrading the employees’ attitude towards performance appraisal system positively. Therefore, the employees should get training and education holistically as well as to have the positive attitude towards performance appraisal system practices; the employees and top management of the organization should agree in communicating the setting standards of the evaluation of the employees for the agreement on the established setting of the standards of the performance evaluation activiti