THE ASESSMENT OF RESULT ORIENTED PERFORMANCE APPRAISALPRACTICE IN CASE OF AWASH BANK WOLKITE BRANCH

Abstract

This research aimed to evaluate result-oriented performance appraisal at AwashBank's Wolkite Branch. The study sought to achieve three specific objectives: toidentify the methods employed for evaluating result-oriented performance appraisal, to describe employees' perceptions of this appraisal system, to identify maior problems that affect the result oriented performance appraisal. A descriptive researchdesign was utilized, employing both primary and secondary data sources. Primarydata were gathered through questionnaires and structured interviews. The census method was used to select respondents, resulting in data collection fromall 20employees, as well as insights from top-level managers through personal interviews. The researchers employed both quantitative and qualitative methods to analyze theresults. Findings indicate that significant issues in performance appraisal includeunfair evaluations, discrimination based on certain factors, failure to consider all tasks performed by employees, a tendency to rate all employees uniformly, and delays inproviding feedback. Furthermore, the primary methods utilized for performanceappraisal include questionnaires, work standards, evaluation committees, andsubordinate assessments. The outcomes of performance appraisals are utilizedfor rewarding employees, implementing salary increments, promotions, and providingmoral incentives, ultimately aiding the bank in achieving its objectives effectively. The researchers recommend that the bank enhance employee awareness of result- oriented performance appraisal. Additionally, the Human Resources department should implement effective training programs for supervisors to improve their appraisal skills. Awash Bank's Wolkite Branch should also develop an objective- oriented training needs assessment to facilitate continuous training, thereby fosteringbetter results-based management.