A Survey of Selected Tea Factories in Meru County-Kenya

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At an organizational level, the performance appraisal system impacts other HR systems as well as organizational strategy.

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Research Journal of Finance and Accountingwww.iiste.orgISSN 2222-1697 (Paper) ISSN 2222-2847 (Online)Vol 2, No 3, 2011The Effect of Performance Appraisal Systems on Employees inKenya Tea Development Agency: A Survey of Selected TeaFactories in Meru County-KenyaOmboi Bernard Messah (corresponding author)School of Business & Management StudiesKenya Methodist UniversityP O box 267-60200, Meru -KenyaTel: +254 724770275 E-mail: messahb@yahoo.co.ukShadrack M. KamencuP O box 600-60600, Maua KenyaTel: +254710459009 e-mail: shadkamencu@gmail.comAbstractAt an organizational level, the performance appraisal system impacts other HR systems as well asorganizational strategy. The effectiveness of an organization's performance appraisal system is aprerequisite for ensuring the success of its selection, training, and employee motivation practices. At astrategic level, the need for rapid and effective organizational change in today's dynamic social,economic, and political environment requires that employees continually re-align their performance withthe evolving goals and objectives of the organization. The need to continually re-align performancecharacterizes many organizational departments which continue to struggle with getting their members toembrace the philosophy and practices that are geared at enhancing performance. None of these local andinternational studies has focused on the effectiveness of performance appraisal systems in the Kenyancontext.The

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