Performance appraisal systems: A comparative study of premier public and private universities in Ghana

Abstract

Any efficient performance appraisal system should ensure fairness and aim at giving opportunity for employees to air their views. The objective of the study was to determine the performance appraisal methods used in the public and private universities, its effects and challenges so as to suggest ways of improving it. Instruments used were questionnaire, stratified and purposive sampling methods were used, and the data was processed and analyzed using comparative analysis framework and descriptive and statistical analysis. The determined sample size was 933, this was selected from four universities in Ghana. The four universities comprised of the first two public universities and first two private universities in Ghana . The random method was used to select 934 staff who were then given questionnaires, 734 questionnaires were retrieved representing 78.6%. It was revealed from the study that both public and private universities in Ghana use the six modern performance appraisal methods (management by objective, 360-degree feedback, Assessment centred method, Behaviorally anchored ratingc scale, Psychological appraisal and Human-Resource (Cost) Accounting Method) to assess their staff. In addition, the performance appraisal has positive effect on the performance of the staff in these univeersities. The main challenge to the universities was the lack of operational resources to conduct the appraisal. The study concluded that with the modern methods of performance appraisal, both the qualitative and quantitative aspects of an employee are evaluated. It compares an employee’s performance with specific behavioral examples that are assigned. It was therefore recommended that the managements should use the 360- Degree method often since it involves all other stakeholders.