A routine evaluation is fundamentally a steady review of all employees' occupation performances and overall contributions to the organizations. The chief goal of this study was assessed employee performance appraisal practice of Commercial Bank of Ethiopia, Ambo district, Ethiopia 2023. The total number of customers needed for the study will be 223. Random sampling technique will be used to select study participant from the districts of Banks. Data was entered into the Epi-data manager version 4.62 and exported to Statistical Package for Social Science version 25 for analysis. Descriptive analysis (like frequencies, percentages, means, and standard deviation) and inferential analysis was done. The findings were presented using text, tables, and charts. Performance appraisal practice evaluation was held quarterly or four times in a year (by every three months). Performance appraisal practice evaluation conducted by immediate supervisor 66.5% of purpose of performance appraisal in organization was for training. This study reveals that employee performance appraisal practice, problem that affects employee performance appraisal, process of employee performance appraisal and standard used for employee performance appraisal. Banks managers Work hard on making the standards clear and creating awareness on employees and supervisors. To minimize the problem of subjectivity the bank needs to Ensure that the criteria for evaluating performance cover agreed objectives (quantified wherever possible), competences based upon proper role analysis and measures of day-to-day effectiveness, preferably stated as standards of performance.
| Published in | American Journal of Operations Management and Information Systems (Volume 10, Issue 4) |
| DOI | 10.11648/j.ajomis.20251004.11 |
| Page(s) | 73-84 |
| Creative Commons |
This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited. |
| Copyright |
Copyright © The Author(s), 2025. Published by Science Publishing Group |
Employee Performance, Appraisal Practice, Commercial Bank of Ethiopia, Ambo District
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APA Style
Chuko, B. M., Melaku, S., Takele, G., Mitiku, G., Abdeta, L. (2025). Assessment of Employee Performance Appraisal Practice: A Case of Commercial Bank of Ethiopia Ambo District, 2024. American Journal of Operations Management and Information Systems, 10(4), 73-84. https://doi.org/10.11648/j.ajomis.20251004.11
ACS Style
Chuko, B. M.; Melaku, S.; Takele, G.; Mitiku, G.; Abdeta, L. Assessment of Employee Performance Appraisal Practice: A Case of Commercial Bank of Ethiopia Ambo District, 2024. Am. J. Oper. Manag. Inf. Syst. 2025, 10(4), 73-84. doi: 10.11648/j.ajomis.20251004.11
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Download@article{10.11648/j.ajomis.20251004.11,
author = {Bacha Merga Chuko and Sisay Melaku and Girum Takele and Getachew Mitiku and Lemma Abdeta},
title = {Assessment of Employee Performance Appraisal Practice: A Case of Commercial Bank of Ethiopia Ambo District, 2024
},
journal = {American Journal of Operations Management and Information Systems},
volume = {10},
number = {4},
pages = {73-84},
doi = {10.11648/j.ajomis.20251004.11},
url = {https://doi.org/10.11648/j.ajomis.20251004.11},
eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ajomis.20251004.11},
abstract = {A routine evaluation is fundamentally a steady review of all employees' occupation performances and overall contributions to the organizations. The chief goal of this study was assessed employee performance appraisal practice of Commercial Bank of Ethiopia, Ambo district, Ethiopia 2023. The total number of customers needed for the study will be 223. Random sampling technique will be used to select study participant from the districts of Banks. Data was entered into the Epi-data manager version 4.62 and exported to Statistical Package for Social Science version 25 for analysis. Descriptive analysis (like frequencies, percentages, means, and standard deviation) and inferential analysis was done. The findings were presented using text, tables, and charts. Performance appraisal practice evaluation was held quarterly or four times in a year (by every three months). Performance appraisal practice evaluation conducted by immediate supervisor 66.5% of purpose of performance appraisal in organization was for training. This study reveals that employee performance appraisal practice, problem that affects employee performance appraisal, process of employee performance appraisal and standard used for employee performance appraisal. Banks managers Work hard on making the standards clear and creating awareness on employees and supervisors. To minimize the problem of subjectivity the bank needs to Ensure that the criteria for evaluating performance cover agreed objectives (quantified wherever possible), competences based upon proper role analysis and measures of day-to-day effectiveness, preferably stated as standards of performance.
},
year = {2025}
}
TY - JOUR T1 - Assessment of Employee Performance Appraisal Practice: A Case of Commercial Bank of Ethiopia Ambo District, 2024 AU - Bacha Merga Chuko AU - Sisay Melaku AU - Girum Takele AU - Getachew Mitiku AU - Lemma Abdeta Y1 - 2025/10/30 PY - 2025 N1 - https://doi.org/10.11648/j.ajomis.20251004.11 DO - 10.11648/j.ajomis.20251004.11 T2 - American Journal of Operations Management and Information Systems JF - American Journal of Operations Management and Information Systems JO - American Journal of Operations Management and Information Systems SP - 73 EP - 84 PB - Science Publishing Group SN - 2578-8310 UR - https://doi.org/10.11648/j.ajomis.20251004.11 AB - A routine evaluation is fundamentally a steady review of all employees' occupation performances and overall contributions to the organizations. The chief goal of this study was assessed employee performance appraisal practice of Commercial Bank of Ethiopia, Ambo district, Ethiopia 2023. The total number of customers needed for the study will be 223. Random sampling technique will be used to select study participant from the districts of Banks. Data was entered into the Epi-data manager version 4.62 and exported to Statistical Package for Social Science version 25 for analysis. Descriptive analysis (like frequencies, percentages, means, and standard deviation) and inferential analysis was done. The findings were presented using text, tables, and charts. Performance appraisal practice evaluation was held quarterly or four times in a year (by every three months). Performance appraisal practice evaluation conducted by immediate supervisor 66.5% of purpose of performance appraisal in organization was for training. This study reveals that employee performance appraisal practice, problem that affects employee performance appraisal, process of employee performance appraisal and standard used for employee performance appraisal. Banks managers Work hard on making the standards clear and creating awareness on employees and supervisors. To minimize the problem of subjectivity the bank needs to Ensure that the criteria for evaluating performance cover agreed objectives (quantified wherever possible), competences based upon proper role analysis and measures of day-to-day effectiveness, preferably stated as standards of performance. VL - 10 IS - 4 ER -
Department of Quality, Ameya Primary Hospital, Waliso, Ethiopia
Department Chain Management, Waliso Health Center, Waliso, Ethiopia
Department Chain Management, Waliso Health Center, Waliso, Ethiopia
