Designing Employee’s Performance Appraisal System in the Sudanese Organizations

Abstract

Performance appraisal is one of the most widely researched areas in industrial/organizational psychology (Murphy & Cleveland, 1993). Employee performance appraisal is one of the most commonly used management tools in the Greater Nile Petroleum Operating Company (GNPOC). This study aimed to design employee performance appraisal system to improve the usefulness of performance appraisals managerial tools by identifying the employee satisfaction as dependent factor and independent factors are the employee’s perception of fairness of the system, reduction of errors rate and utilization of performance appraisal output. All these factors have been studied as significant factors in employee satisfaction of performance appraisal system. This study investigated employee reactions to the satisfaction with an existing performance appraisal system. Data obtained via questionnaire from 107 participants the whole population of GNPOC Pipeline organization that was part of a large employment system. The overall evaluation result of the system reflected the respondents dissatisfaction with system application, supervisors and managers fill the appraisal form, the merit rating and rewards des spite of their satisfaction with system designed and not to be canceled. The researcher recommended, the key performance indicators and the criteria’s are to be well known for both the employee and appraiser and the result of the rating should be according to the system established, the supervisors and managers should have records for employee achievement to persuade the employees with his performance rating.