Abstract:
This study looks at the effect of performance appraisal system of selected
banks in Akim Oda. The specific objectives are to examine the relationship
between performance appraisal and employee commitment, the extent to
which it affects performance and intention to quit. The study adopted a
quantitative method with a sample size of 80. Questionnaire was the main
research instrument which was used in the collection of data. Data was
analysed with means, standard deviations, frequencies, percentage, correlation
analysis, and regression analysis. The results of the research revealed that
there was an overwhelming agreement from the respondents affirming that
performance appraisal systems exist in the banks. Employees indicated that
there are appraisal systems that address employees’ strengths and weaknesses
and that the bank have well-defined policy on appraisal of employees. The
results showed a positive relationship between performance appraisal and
employee commitment. The results of the study also showed a very high
satisfaction with the performance appraisal system across all the banks. A
relatively higher percentage of the employees indicated that performance
appraisal information is not used in improving employee salary. The study
concludes that performance appraisal systems affect employee commitment.
