000			01904pab a2200205 454500
008			180718b2015 xxu||||| |||| 00| 0 eng d
100			_aOhemeng, Frank L. K.
245			_aPerformance appraisal and its use for individual and organisational improvement in the civil service of Ghana: the case of much ado about nothing?
260			_c2015
300			_ap.179-191.
362			_aAug
520			_aRecent efforts to modernise public sector institutions have led to the adoption of performance management systems worldwide. The belief in performance management is that information generated can be used to help individuals improve themselves in terms of what they do in their organisations, which will subsequently impact positively on the organisation. An instrument for collecting performance information (PI) is performance appraisal (PA). Since the early 1990s, the Ghanaian government has attempted to develop a systematic appraisal system as a strategy to obtain PI in the civil service (CS). In spite of this, the CS continues to perform below expectations despite individuals getting promoted every year. What has been the effect of PA in the CS? How has the collected information been utilised to improve performance? What are the main barriers to the use of PI, and what practices can be put in place that might encourage the effective collection of PI and its use in the CS? We argue that the PA system is much ado about nothing. In analysing why this is so, we will look at the impediments that continue to affect the collection and usage of PI and to suggest ways that will help improve the system. - Reproduced.
650			_aPerformance appraisal - Ghana
650			_aCivil service - Ghana
650			_aCivil service
700			_aAdusah-Karikari, Augustina Adusah-Karikari
700			_aZakari, Hamza B.
773			_aPublic Administration and Development
909			_a109199
999			_c109194 _d109194