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Yusta Ndinda Wambua

Msc. Human Resource Management,

Jomo Kenyatta University of Agriculture & Technology


Dr. Mwajuma Alice Abok,

Jomo Kenyatta University of Agriculture & Technology

P.O BOX 62000-00200

Nairobi, Kenya


Dr. David Kiarie Mburu

Jomo Kenyatta University of Agriculture & Technology

P.O BOX 62000-00200

Nairobi, Kenya


CITATION: Wambua, Y., N., Abok, M., A., Mburu, D., K. (2016) Influence Of Performance Appraisal On Employee Performance In The Public Service: A Case Of Public Service Commission. International Journal of Human Resources and Procurement. Vol. 5(10) pp 16 - 31




High employee performance should be a focus, if any organization is going to accomplish its goals and remain at competitive edge. Performance appraisal (PA) is a tool that is used by both public and private organizations to track the performance of an individual employee, thus the need to have an effective performance appraisal which reinforces the individual’s sense of personal worth and assists in enhancing performance. The study targeted a total population of 380 employees working in the six directorates of PSC, and by using stratified random sampling a sample size of 195 employees was selected from the six directorates at the PSC offices in Nairobi. Primary data was collected using questionnaires with both open- ended and closed questions. Secondary data was obtained from published sources. Data was analyzed using descriptive statistics, correlation analysis, ANOVAs and regression analysis to establish the relationship between the independent and dependent variables. Scientific Package for Social Scientists (SPSS) version 21 was employed and the results were presented using frequency distribution tables, percentage distributions, means and pie charts. The analyzed data established that all independent variables namely; target setting, employee participation, performance rating and feedback were significant and influenced employee performance in the Public Service Commission. The study recommended that there was need to regularly review individual employee targets, encourage creativity and innovation, allow flexibility in rules and regulations, train the appraiser and appraisee on the performance rating system, develop a communication mechanism of relaying performance results and implement reward/sanction policy to encourage good performance and discourage poor performance in the Public Service. Also the study scope was limited to PSC thus suggested further research in other Public Service organizations and a research to be conducted to establish the challenges facing performance appraisal process in the Public Sector.

Key Words: Target setting, employee participation, performance rating, feedback and employee performance


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