Factors Influencing Employer-Employee Relationship in Strategy Execution in Non-Govermental Organizations in Nairobi Kenya

FACTORS INFLUENCING EMPLOYER-EMPLOYEE RELATIONSHIP IN STRATEGY EXECUTION IN NON-GOVERMENTAL ORGANIZATIONS IN NAIROBI KENYA TABLE OF CONTENTS CHAPTER ONE3 1. 0 INTRODUCTION3 1. 1 Background of the story3 1. 2 Statement of the Problem7 1. 3 Objectives of the Study8 1. 4 Research Questions8 1. 5 Importance of the Study9 1. 6 Limitations of the Study10 1. 7 Definition of Operational Terms10 1. 8 Chapter Summary10 CHAPTER TWO12 2. 0 LITERATURE REVIEW12 2. 1 Introduction12 2. 2 Approaches of exploit Appraisal12 2. 3 Effect of surgical procedure Appraisal truth on ply action18 2. Effects of Employee Appraisal Feedback oversight on round Performance24 2. 5 Effects of Appraisers Competence on Employee Performance26 2. 6 Conceptual Framework29 CHAPTER THREE31 3. 0 RESEARCH METHODOLOGY31 3. 1 Introduction31 3. 2 Research Design31 3. 3 Population and try Design32 3. 4 data Collection Methods34 3. 5 Research Procedures34 3. 6 data Analysis Methods35 3. 7 Chapter Summary35 REFERENCES37 CHAPTER ONE 1. 0INTRODUCTION 1. 1 Background of the Study Performance approximations discharge mean dissimilar things to different people.In general, a Performance judgement is defined as an evaluation of an employees job deed to mensurate how stiffly this employee is do at their job (Becton, Portis, & Schraeder, 2007). The traditional format of a surgery judgment is an employee meeting with their supervisor unmatched-y azoic or doubly a year to go over how well the employee is doing their job. Usually the ready the employee is working for provides a form for the supervisor to fill fall break and go over with the employee. This form list goals and objectives of the company and how well the employee is meeting these.In modern-day times exploit estimate corpses be increasingly being use in both public and private sector to prize the surgical process of employees. Appraisal, according to Smith, (2000), involves the identification of cause and effect relationship s on which employment and take policies argon based or can be based and are a routine process that system of ruless use to evaluate their employees. It is a dogmatic prizement that is as objective as possible of an ongoing platform or policy, its design, implementation and resolutions.Its aim is to appraise the relevance and fulfillment of objectives, efficiency, effectiveness, electrical shock and sustainability. The assessment systems usually involves evaluating motion based on the judgements and opinions of subordinates, peers, supervisors, new(prenominal) managers and up to now workers themselves (Jackson & Schuler 2003). An employee appraisal, act follow, or career information discussion is a system by which the job surgical procedure of an employee is evaluated in terms of quality, quantity, cost and time.Performance appraisal is also part of career development. Performance appraisals are regular reviews of employee performance indoors boldnesss. Performanc e appraisal as a process is seen as a key contributor to successful merciful resource focus, as it is strongly related to organisational performance (Erdogan, 2002). Murphy and Cleveland (1995) believe that performance appraisals can aid brasss in four ports. First, they can enhance the quality of organizational decisions, ranging from promotions, layoffs, compensation and transfers.Second, they can enhance the quality of individual decisions, ranging from career choices to decisions nearly where to direct ones time and effort. Third, they provide a set of tools for organizational diagnosis and development. Finally, performance appraisals can affect employees views of and attachment to their organization. Performance appraisal is a tool of counsel that can lead to better communication, motivation and feedback (Stivers and Joyce, 2000). A common process for managing employees is the traditional practice of annual performance reviews.While these annual reviews have their sho rtcomings, companies around the globe continue to use them. However, to increase the true and to get a comprehensive and balanced feedback close employee performance, 360-degree feedback system is sightly more popular. In this system peers, subordinates and customers also do the appraisal. This is particularly germane(predicate) in the light of investigate, which has empirically proved that 360-degree feedback system improves employee performance importantly (Rai & Singh 2005).Performance appraisal is centrally managed by the human resource department in National cereal grasss and get out add-in. The aims of a performance appraisal are to come close feedback on performance of employees, identify employee training expects, allocate rewards, forms a hind closing curtain for personal decisions salary increases, promotions, disciplinary actions, provide the opportunity for organizational diagnosis and development, facilitate communication between employee and administration and validate selection techniques and human resource policies to meet equal employment opportunity requirements.Performance appraisal is an ongoing communication process between employees and supervisors. Supervisors should set expectations, monitor performance, and provide feedback to employees. By having this information, they leave behind direct and develop employee performance by identifying training and development needs, correcting, and determining raises and promotions (Seldon, Ingraham, & Jacobson, 2001). Performance appraisal is evaluating employees current and past performance relative to his or her performance standards.Therefore, if performance appraisal is successfully carried out in an organization, the employees would be able to know how well they are performing and what is expected of them in future in terms of effort and parturiency direction done an established plan for performance improvement Dessler (2005). To cherish the purpose of performance appraisal one has to look at it from the different viewpoints of the employee and the organization.From the employees view point, the purpose of performance appraisal is to enable the employee be direct on what is to be done and that he or she should receive a comprehensive feedback on how he or she performed. The employee also requires that the manager should help him or her improve on areas where gaps were identified in his or her performance and finally, expect to have appropriate recognition for good performance (NCPB humankind preference Policies and Procedures Issue 2010).From the organizations view point, one of the near important reasons for having a system of performance appraisal is to establish and uphold the principle of accountability. For decades, it has been know that one of the chief causes of organizational failure is non-alignment of responsibility and accountability. Non-alignment occurs where employees are prone responsibilities and duties, but are not held accountable f or the way in which the responsibilities and duties are performed (NCPB human beings Resource Policies and Procedures Issue 2010).The National Cereals and convey progress which is the organization selected for this subscribe is a body corporate that was established in 1985 down the stairs(a) Cap. 338 of the Laws of Kenya. However, this organization has been in existence since 1939 when it was established by the then compound Government. The calling card previously operated under diverse names which included watt Kenya Maize Marketing shape up, Maize Marketing and Control panel, Maize and state bill. It acquired its current name after the amalgamation of the Maize and find circuit board with the defunct Wheat Board in 1980 (NCPB Act, Cap 338).The Boards main function over time has been to provide grain farmers with a marketing outlet, while at the alike(p) time it is charged with lying-in the food supply functions of the State. The Board trades in maize, wheat, beans and early(a) scheduled sire such as millet, sorghum and rice. It also offers operate like drying, grading, cleaning, plague control and storage of grain as well as weighing. Additionally, the Board offers for sale, such items like weighing scales, gunny bags, pesticides and tarpaulins.More recently the Board had occupied in the trading in farm inputs more specifically fertiliser with the aim of step-down the cost of production for the farmer and also transfigure its products range to make it more profitable (NCPB Strategic Plan, 2009-2013). The organization has a internet of 110 stations spread all over Kenya in both the high potential agricultural areas like most separate of Rift Valley, Western and Central Provinces, as well as the commencement potential (food deficit) areas like North Eastern and parts of Eastern Provinces.The network is divided into six administrative regions which are Nairobi/Eastern, Northern, Coast, North Rift, southwestern Rift, South Rift and Lake /Western (NCPB Strategic Plan 2009-13). The Board has since the early 1990s been undergoing major restructuring and rationalization of its operations under the accomplished usefulness Reform Programme. This included the downsizing of work force, with the objective of reducing its bloated mental faculty strength to retain a leaner workforce, which could deliver the involve services more efficiently and effectively.In a hitch of ten years (1993-2003), the Board released more than 70% of its total workforce through a Staff Voluntary Early Retirement Scheme and other methods of leaving. This reduced its round strength from approximately 4,500 it had at the beginning of the suppression exercise to a mere 930 at the end of the exercise. The Board currently has an establishment of about 1020 employees falling under four broad categories, namely Senior circumspection (Job Group M and above), Middle Level oversight (Job Group K-L), supervisory Management (Job Group G-J) and Operativ es (Job Group A-F) (NCPB Staff Establishment Audit Report, 2004).The organization has a fully-fledged humans Resource Department, which uses a elaborated Resource manual(a) that contains policies and procedures that basically defines the relationship of the organization. The Board recognizes that human resource constitute its most assets, because people grow and develop over time and without them all the other resources (materials, money, methods and machines) pass on not be effectively utilized.According to the manual, Boards gentle Resources Management function is primarily concerned with the human relationship fields. It aims at bringing together and developing the human resource cohesive and an effective unit to complement all the other functions in the Board, while touch on to the well being of the individual and groups of workers enabling them to make maximum ploughshare towards the successful attainment and sustenance of the Boards corporate goals and objectives (NCPB Human Resource Policies and Procedures Issue, 2010).National Cereals and arise Board has two forms of performance appraisals with the main one being carried out annually and involves the appraiser and the appraisee sitting together to review the latters performance in the preceding one year. They evaluate the extent to which the employee met the targets agreed upon at the beginning of the appraisal period.The other token of performance appraisal target employees on probation and those appointed to various higher(prenominal) capacities on trial basis and is conducted to regain their suitability or otherwise for confirmation on their respective positions (NCPB Human Resource Policies and Procedures Issue, 2010). 1. 2Statement of the Problem At an organizational level, the performance appraisal system impacts other HR systems as well as organizational strategy.Latham and Wexley (2001) assert that the effectiveness of an organizations performance appraisal system is a prerequisite f or ensuring the success of its selection, training, and employee motivation practices. At a strategic level, the need for rapid and effective organizational change in todays dynamic social, economic, and political environment requires that employees continually re-align their performance with the evolving goals and objectives of the organization (ODonnell and Shields, 2002).The need to continually re-align performance characterizes many organizational departments which continue to struggle with get their members to embrace the philosophy and practices that are geared at enhancing performance (Scrivner, 1995 Vinzant and Crothers, 1994). The organization since early 1990s has been undergoing major restructuring and rationalization of its operations under the Civil Service Reform Programme. This included the downsizing of work force, with the objective of reducing its bloated faculty strength to retain a leaner workforce, which could deliver the required services more efficiently and effectively.The Board has in a period of ten years (1993-2003), released more than 70% of its total workforce through a Staff Voluntary Early Retirement Scheme and other methods of leaving. This has reduced its staff strength from approximately 4,500 it had at the beginning of the retrenchment exercise to a mere 1020 at present. The organization has frozen enlisting except for professionals and replacement of essential employees which has led to the re-allocation of the duties that were earlier being performed by higher number of employees to fewer people.In order to enhance employee performance the Board introduced employee appraisal system was introduced in 2010. At National cereal and baffle board, performance appraisals have been conducted but they have faced many altercates. sooner of boosting staff performance, they have ended up frustrating staff until some(prenominal)(prenominal) have ended up leaving because of the high level of disatisfaction. NCPB has offices in seve ral locations including Nairobi, Nakuru, Eldoret, Moisbridge, Kitale among other major town.In order to improve the effectiveness of performance appraisals, the organization has tried to apply different approaches of performance appraisals but the result has not been any different. The submit seeks to check out the do of performance appraisal system on staff performance at National Cereals and Produce Board. 1. 3Objectives of the Study 1. 3. 1Broad Objective of the Study The broad objective of the study is to investigate the effects of performance appraisal systems on staff performance at the National Cereals and Produce Board. . Specific objectives 1. 3. 2. 1To interpret the types of performance appraisal approaches use at the Kenya National Cereals and Produce Board. 1. 3. 2. 2To determine the effect of performance appraisal accuracy on staff performance at the National Cereals and Produce Board. 3. To establish the effects of employee appraisal feedback management on staff p erformance at the National Cereals and Produce Board. 4. To assess the effects of appraisers competence on employee performance at the National Cereals and Produce Board. . 4 Research Questions 1. What are the types of performance appraisal approaches used at the Kenya National Cereals and Produce Board? 2. What are the effects of performance appraisal accuracy on staff performance at the National Cereals and Produce Board? 3. How does employee appraisal feedback management affect staff performance at the National Cereals and Produce Board? 4. How does appraisers competence affect employee performance at the National Cereals and Produce Board? Methods Population/SampleThe population in this look for is all employees program participants, their supervisors, and management team. The sample for this research volition be forty employees participants, 20 supervisors participants and 10 management participants and performance appraisal evaluators. Data Collection A bailiwick exit be u sed to collect all of the information for the research project. Surveys will be handed out to performance appraisal evaluators and dark in when the performance appraisal is complete to the researcher.Also, employees participants and their supervisors participants and managers participants will complete surveys at semi-annual performance reviews. The surveys will be filled out at the end of the performance appraisal session and turned in to the research evaluator. Data Analysis Qualitative analysis will be used to crumble the open-ended questions on the survey. Common subjects and similarities will be examined to draw conclusions about the strengths and weaknesses of the performance appraisal. 1. 5Importance of the Study 1. 5. 1National Cereals and Produce BoardThe research will be of splendor to the Board as it will advocate for the importance of performance appraisal in the organization and will enable the management of NCPB to come up with a streamlined performance appraisal sy stem and at the same time communicate to employees what they are expected to do in order to reach the organization corporate goals. 1. 5. 2Human Resource Department The results of the research will enable the Human Resource Department to examine the existing performance appraisal system, highlight the main deficiencies affecting the system and point out possible ways of improvement.The system would then transform the employees into a tireless and highly committed workforce that will enable the organization achieve its objectives efficiently and effectively and thus create a competitive advantage. 1. 5. 3Other Organizations Parastatals within the Ministry of Agriculture and other stakeholders in the grain sub-sector will use the research findings to improve their employee performance appraisal systems and the use of performance appraisal system as a management tool. The performance appraisal system will be a useful tool in complementing performance spotting currently used in all G overnment ffiliated offices. 1. 5. 4Future Researchers Future researchers will also be able to use the research findings as a benchmark to their research on performance appraisal system and its effects on staff performance. In addition, the findings of this study will serve as a source of reference in future research. The study will also suggest other areas where future researchers can further their knowledge. 1. 5Scope of Study The study will be carried out within the National Cereals and Produce Board Headquarters, Industrial Area, Nairobi. 1. 6Limitations of the Study 1. 6. Non response because of fear to reveal detailed information concerning the organization due to fear of exposing the weaknesses the organization is facing and the confidentiality of such information in terms of business practices. The researcher foresees a quarrel in collecting the required data from the respondents. The respondents may fear self-aggrandizing information stating that the information requested may be used against them. To sic the effects of this limitation, the researcher will carry with her an introduction letter from the University indirect that the data requested will be used for academic purposes only. . 6. 2Lack of co-operation from some of the respondents for fear of victimization from their supervisors. 1. 6. 3 The researcher also foresees a challenge where the respondents are likely to give the ideal scenario instead of providing the situation they way it is now. This may affect research finding as it will bend the study findings. 1. 7 Definition of Operational Terms Respondents- the persons from whom information were sought-after(a) in the study Public sector-the civil service and organizations operating under the State Corporations Act Appraisal-to evaluate or assess the worth of somethingPerformance -is the act of carrying out something Research-to make a detailed study or probe of something 1. 8Chapter Summary This chapter covered introduction of the stud y where it discussed the key concepts in the study including performance appraisal and employee performance and how they relate to one another. It then provided literary argument of the problem where it discussed the importance of performance appraisals to organizations, what the situation is at the Kenya National Cereal and Produce Board and what the research gap for the study is.The chapter then presents the study objectives including main and specific before presenting the research questions. The chapter then presented the importance of the study, limitations of the study, explanation of terms and chapter summary. REFERENCES Aswathapa, K. (2006). Human Resource Management and force play Management, 4th Edition, Tata McGraw-Hill produce Company Limited. Armstrong, M. (2006). A Handbook of Personnel Management Practice, 8th Edition, British Library Cataloguing in Publication Data, USA. Armstrong, M. and Stephens, T. (2005).A Handbook of Employee Reward Management and Practice, K igan rapscallion Limited, USA. Bannister, B. D. 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(1979) Success in Management Personnel, Kingston, Surrey Kingston Polytec hnic. Rai H. & Singh M. (2005) Mediating effects in the relationship between 360-degree Feedback and Employee Performance. Working story No. 2005-04-06. Rao P. Subba and Rao V. S. P. (1990) Personnel/Human Resource Management, New Delhi Konark Publishers PVT Limited. Saleemi N. A. (2005). Personnel Management, 2nd Edition, N. A. Saleemi Printers, Nairobi, Kenya. San Joaquin County, Human Resources Division. (2002) Human Resources Handbook. Tripathi P. C. 1989) Personnel Management and Industrial Relations, India Sultan Chand and Sons. To determine the types of performance appraisal approaches used at the Kenya National Cereals and Produce Board. To determine the effect of performance appraisal accuracy on staff performance at the National Cereals and Produce Board. To establish the effects of employee appraisal feedback management on staff performance at the National Cereals and Produce Board. To assess the effects of appraisers competence on employee performance at the National Ce reals and Produce Board.