The results in table 4.7 above showed that 66.1% of the respondents argued that the establishment of performance standards is the first step in conducting the performance appraisal. On contrary, 33.9% of respondents responded negatively towards the establishment of performance standards being a step in performance appraisal system. For these results therefore, the process of performance appraisal cannot be conducted neither effectively nor efficiently because the important starting point is not clear to all stakeholders. Hence, the management of the organization has to put more efforts that all supervisors and subordinates know and understand the first step to start with when doing performance appraisal. As Gupta, (2008), suggests that this helps job analysis and reveals the contents of a job as it must be clear, objective and in writing. Table 4. 8: Communicating Job Expectations Response Frequency Percentages (%) Yes 44 71.0 No 18 29.0 Total 62 100.0 Source: Survey, 2013 As the results above show that 71.0% of the respondents argued that communicating of expectations to employees is another step in conducting the performance appraisal. On contrary, 29.0% of respondents did not agree communicating of expectations being a step in performance appraisal system. This means that some of employees are not aware about procedures to be done during the process of performance appraisal. For this reason, the exercise cannot be done successfully because for its important, there will not be any clarification of
The results in table 4.7 above showed that 66.1% of the respondents argued that the establishment of performance standards is the first step in conducting the performance appraisal. On contrary, 33.9% of respondents responded negatively towards the establishment of performance standards being a step in performance appraisal system. For these results therefore, the process of performance appraisal cannot be conducted neither effectively nor efficiently because the important starting point is not clear to all stakeholders. Hence, the management of the organization has to put more efforts that all supervisors and subordinates know and understand the first step to start with when doing performance appraisal. As Gupta, (2008), suggests that this helps job analysis and reveals the contents of a job as it must be clear, objective and in writing. Table 4. 8: Communicating Job Expectations Response Frequency Percentages (%) Yes 44 71.0 No 18 29.0 Total 62 100.0 Source: Survey, 2013 As the results above show that 71.0% of the respondents argued that communicating of expectations to employees is another step in conducting the performance appraisal. On contrary, 29.0% of respondents did not agree communicating of expectations being a step in performance appraisal system. This means that some of employees are not aware about procedures to be done during the process of performance appraisal. For this reason, the exercise cannot be done successfully because for its important, there will not be any clarification of