Abstract:
ABSTRACT
Without a well-defined performance appraisal system, there is a
tendency to judge others’ efforts without being bound by rules or regulations.
Thus, this study aimed to explore the performance appraisal systems and the
employees’ job performance at Sekondi-Takoradi Metropolitan Health
Directorate (STMHD). To achieve this aim, the study adopted the descriptive
design with a quantitative approach based on the positivist paradigm. Krejcie
and Morgan’s (1970) Table of random numbers was used to sample 132
participants from a population of 202. Using proportionate and convenience
sampling techniques, data was collected from the respondents using a
structured questionnaire. Data were analysed using descriptive statistics
(frequency counts, percentages, mean and standard deviations) with the help
of the Statistical Product for Service Solutions (SPSS Version 26.0). It was
found that the most commonly used performance appraisal system employed
in STMHD is rating scale appraisal. Employees have positive perceptions of
performance appraisal systems; however, they consider the appraisal process a
waste of time. Finally, the rating scale performance appraisal has helped the
employees to deal confidently and efficiently with top management and
colleagues. In general, it was concluded that employees have positive
perceptions of the performance appraisal system concerning their job
performance. It was recommended that the management of the STMHD
should holistically adopt the rating scale method for performance appraisal,
and management should use the performance appraisal results for its intended
purposes
