Performance Appraisal and Employee Job Performance in Institutions of Higher Learning in Ghana: the Case of Valley View University

Abstract

In recent years, Performance Appraisal (PA) has become a key feature of the drive by organization and institutions towards achieving competitive advantage through continuous performance improvement. Educational institutions have therefore used PA to clarify and define performance objectives and expectations, identify training and development needs, provide counseling and guidance, improve individual/team performance, motivate and control staff and to achieve cultural change. Owing to the role these factors play in attaining educational goals, a descriptive survey was used to investigate the effects of performance appraisal as a Human Resource tool for enhancing management and staff performance, using Valley View University (VVU) as a case study. Data for the study was obtained from 100 employees of the University, with an estimated population of about 900 employees. The data was analyzed using descriptive statistics (mean and standard deviation) and the results presented in tables. The findings suggest a positive relationship between performance appraisal and employee performance if effectively administered and feedback addressed properly. Based on the findings of the study and the resulting conclusions drawn, it is recommended that management should show more commitment and fairness in the implementation of performance appraisal by involving employees in the policy formulation or review. The study further suggests that a comparative study be conducted for other private Universities in the country.