Assessment Of Performance Evaluation System And Practices The Case Of Bank Of Abyssinia

Right from its establishment, Bank of Abyssinia has been implementing employees’ performancernevaluation system whereby manager or immediate supervisors are involved in the evaluationrnprocess. The mainobjective of this study is to evaluate the performance system and practices inrnBank of Abyssinia Share Company. In order to achieve the objective ,the specific objective of thisrnstudy is to assess how performance evaluation process is systematic, to assess fairness andrnobjectivity, to assess performance feedback and coaching system, to identify the challenges ofrnperformance evaluation and to what extent measures taken by the management to improvernperformance evaluation system. The researcher has used a combination of mixed approachrnwhich are both qualitative and quantitative and descriptive research method was used. The datarncollection tools were interview and questionnaire. Total of 294 employees have been taken as arnsample and the response rate was 90%. The researcher has used purposive and disproportionaternstratified sampling method. Questionnaires were distributed among clerical and managementrnemployees. The study found out that Bank of Abyssinia uses to measure employees’ jobrnperformance on December and June. The bank does not follow systematic evaluation process,rnlack of fairness and objectivity, lack of formal performance feedback and coaching, lack of selfevaluationrnand the performance standards of the bank. Bank of Abyssinia also faces so manyrnchallenges on its performance evaluation practice, most of them are rater’s error like recency,rnhalo/horns, lack of capacity of raters to take,etc and the remaining is the problem of the system.rnThe HR department of the bank takes the ultimate responsibility for evaluation and supervisorsrntake the lion share by filling evaluation forms for most of the employees. The evaluation resultrnfrom this research study in Bank of Abyssinia used only for making promotion, bonus payment,rntransfer, and annual increment decisions. Formal Performance feedback and coaching does notrntake place in the case company unless an employee comes up with grievances. Generally thernoutcome of the research confirmed that the performance evaluation practice of Bank ofrnAbyssinia S.C. has problems and weaknesses that need to be improved. Sincesomernrecommendations are drawn from the findings are, the bank has to establish strong andrnsystematic written policy, guidelines used in performance evaluation process and system, fairrnapproval practices should be adopted by the management in order to raise performance of itsrnemployees.

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