Effects Of Job Evaluation On Employee Performance In The Public Sector In Kenya: A Case Of The Department Of Immigration

ABSTRACT

The study on job evaluation and employee performance in the public sector set out to investigate process its contribution to employee output in the public sector. The study is anchored on the assumption that employee evaluation determines the level of pay and therefore motivation to increase performance as the next period of evaluation approaches. The study aimed to investigate the EFFECT of job evaluation on employee output. It further investigated the pact of job evaluation on employee attitudes. The study finally investigated the contribution of job evaluation on employee development. The study made various hypothetical scenarios. First it assumes that job evaluation is motivating factor for employees to increase output. It also suggested that the job evaluation process faces several constraints in an organisation. Finally the study contemplated that job evaluation process in the public sector has not EFFECT on employee performance. However the study findings confirmed that the job evaluation contributes to increased employee output. The study further established that job evaluation leads to employee desire to be innovative for self-development and future appraisal. The study was carried at the Department of Immigration headquarters, Nairobi. The research collected primary data using interview method. The research used questionnaires to collect information from a population of 462 employees and a sample size of 139 individuals. The sample was first be subjected to a pilot study before the actual collection of information. The study analysed the data to come up valid with conclusions regarding the EFFECT of job evaluation on employee performance. The study concluded concretely that the job evaluation is a useful process in employee performance but the public institutions are yet to develop mechanisms and tools for effective conduct of job evaluation. It is recommended that job evaluation should be structured and be included in the Department’s human resource planning and continuous sensitisation to all employees should be done to outline its relevance and application.