Abstract:
Human Resource (HR) practices like performance appraisal (PA) training are meant to ensure that
employees are equipped with the knowledge and skills needed for the attainment of organisational
goals. However, gaps still exist on the relationship between PA employees’ training and employees’
performance. This study aimed to establish the relationship between PA training and employees’
performance in Public Teacher Training Colleges (PTTCs) in Kenya. A cross-sectional survey study was
conducted among 282 employees comprising 185 appraisee’s and 97 appraisers in all the 27 PTTCs.
Proportionate stratified sampling technique was used and a self-administered semi-structured
questionnaire was used to collect sociodemographic data and PA practices. Linear regression analysis
indicated that PA training contribution to employee’s performance was not significant (R2
= 0.001).
Appraisee’s preferred quarterly appraisal trainings and appraisers preferred those conducted twice a
year (P=0.0054; P=0.0025), respectively. Personal request (P=0.0086) was the basic selection criterion
considered for appraisers to attend PA training whereas for appraisee’s, the management considered
individual performance (P=0.0011). The PA training among appraisers focused on corruption prevention
and service delivery (P=0.0031; P=0.0232 respectively) whereas for appraisee’s, it focused on conflict
resolutions (P=0.0299). Additional courses besides PA training were intended to enhance employees’
personal development (P=0.0002). Appraisers opined that the relevance of PA training on employees’
personal development was not relevant at all (P=0.013) and ineffective (P=0.0055). Results suggest well-designed PA programs that guarantee employees’ personal development and career progression
enhances their commitment and may positively affect their performance.
