Assessment of the Effectiveness of the Performance Appraisal Systems in the Banking Industry in Tanzania: A Case of Barclays Bank Tanzania
type: CreativeWork
description: The objective of study was to assess the effectiveness of performance appraisal systems in the banking industry in Tanzania by focusing on Barclays Bank Tanzania Limited as a case study. Performance appraisal, though an important function of human resource management, has not received the degree of significance it deserves. This function, if properly exercised by organizations, can serve a number of purposes, mainly administrative and developmental in nature. Bank’s staff members (both supervisors or managers and non-supervisors) were selected and administered questionnaires and some interviewed with the objective of assessing the effectiveness of the appraisal system. Data was analyzed using qualitative and quantitative techniques as appropriate. Findings in Barclays Bank Tanzania show that most of the non-supervisory respondents perceived performance appraisal as a punishment tool contributing little to motivation while their supervisory counterparts perceived it as an administrative and developmental tool. It was then recommended that criteria in the existing appraisal format need to be revised so as to reflect changes in the operational environment, appropriate and practical trainings that aim at increasing raters’ knowledge to be conducted and management of the Bank to consider evaluation by other parties apart from the existing practice of evaluation by immediate supervisors. These among others would go a long way to help in the achievement of organizational goal, of becoming the best bank in the industry in Tanzania.
abstract: The objective of study was to assess the effectiveness of performance appraisal systems in the banking industry in Tanzania by focusing on Barclays Bank Tanzania Limited as a case study. Performance appraisal, though an important function of human resource management, has not received the degree of significance it deserves. This function, if properly exercised by organizations, can serve a number of purposes, mainly administrative and developmental in nature. Bank’s staff members (both supervisors or managers and non-supervisors) were selected and administered questionnaires and some interviewed with the objective of assessing the effectiveness of the appraisal system. Data was analyzed using qualitative and quantitative techniques as appropriate. Findings in Barclays Bank Tanzania show that most of the non-supervisory respondents perceived performance appraisal as a punishment tool contributing little to motivation while their supervisory counterparts perceived it as an administrative and developmental tool. It was then recommended that criteria in the existing appraisal format need to be revised so as to reflect changes in the operational environment, appropriate and practical trainings that aim at increasing raters’ knowledge to be conducted and management of the Bank to consider evaluation by other parties apart from the existing practice of evaluation by immediate supervisors. These among others would go a long way to help in the achievement of organizational goal, of becoming the best bank in the industry in Tanzania.
author: Mushi, Irene A.
language: en
keywords: 658 Gerneral management
date published: 2014
date modified: 2026-07-24T03:40:04Z
provider: Open University of Tanzania
publisher: Networked Digital Library of Theses and Dissertations
type: WebPage
source organization: The Open University of Tanzania