Abstract:
All organisations need information on hov, their employees are perforrning and developing so
that the future human resource planning and budgeting needs of the organisation can be met
It is also important to individuals that they are gi ven some feedback about the work they carry
out. They need to know what they do well This motivates them and helps them to realize that
their value is appreciated. They also need to know where their organisation needs to be
improved, if they do not knO\;I,1 then they cannot improve.
Appraisal systems provide the information that both the organisation and individuals need to
know about performance However, the type of system and the techniques used vary
considerably from one organisation to the next. Indeed some organisations may have no
formal performance appraisal system at alii
Performance appraisal is a structured formal interaction between a subordinate and
supervisor. which usually takes the form or periodic interviews in which the work
performance of the subordinate is examined and discussed. This is to identify weaknesses and
strengths as well as opportunities for improvement and skill development
The main purpose of this research was to assess the effectiveness of performance appraisal
system in KNLS Data was collected by use or both structured and unstructured
questionnaires and through interviews. This was done from two categories of staff I.e.
unionisable and non-unionisable employees. On analysing and interpreting the data, the
researcher made conclusions.
From the findings of the study, it was established that performance appraisal can meet with
opposition from the employees who do not like having performance at work assessed. The
recommendations given by the researcher were that, the performance appraisal should be
focused on an employee's strength and weaknesses so that strengths are highlighted and
weaknesses remedied. Appraisal should be at the centre of training and development, giving
increased understanding of the appraisees' performance.
