There has been a marked increase over the issues of performance management in the Public Service of Lesotho, as a subset of this; Performance Appraisal System was introduced by the government of Lesotho in both use of the private and public sectors. The main purpose was to evaluate performance, with the aim of improving service delivery in Lesotho. However, around the year 2013/2014 it was discovered that Performance Management System did not achieve what was intended to, the system have uncounted many problems especially in meeting the long-term requirements in the Public Service of Lesotho. As a matter of fact, it has resulted in low morale of employees and high turnover in the Public Service of Lesotho, there were no clear lines of demarcation among Ministries and their mandates and there was a need to restructure ministries first. The main contribution of the study is to come up with a descriptive explanation of the reasons behind the ineffectiveness of MPS and therefore will provide recommendations on how PMS can be improved. To achieve these, two main objectives were developed which were; to identify role of Performance appraisal in employee performance at ministry of Tourism, Environment and Culture in Lesotho and to examine the perception of employees’ challenges facing the performance appraisal process at METC. In carrying out the study, the method that was used random was sampling and purposive sampling to choose a sample of 100 respondents which constituted the categories of senior level management, senior officers and lower level officers. The researcher has collected by the use of questionnaires and interviews. From the major research findings, it can be concluded that, performance appraisal enhances employee performance through improving job satisfaction; motivation; and reduction of employee turnover. The main recommendation was that management should devise a mechanism on how it will reduce on appraisal challenges such as biases which may impact negatively on employee performance.

There has been a marked increase over the issues of performance management in the Public Service of Lesotho, as a subset of this; Performance Appraisal System was introduced by the government of Lesotho in both use of the private and public sectors. The main purpose was to evaluate performance, with the aim of improving service delivery in Lesotho. However, around the year 2013/2014 it was discovered that Performance Management System did not achieve what was intended to, the system have uncounted many problems especially in meeting the long-term requirements in the Public Service of Lesotho. As a matter of fact, it has resulted in low morale of employees and high turnover in the Public Service of Lesotho, there were no clear lines of demarcation among Ministries and their mandates and there was a need to restructure ministries first. The main contribution of the study is to come up with a descriptive explanation of the reasons behind the ineffectiveness of MPS and therefore will provide recommendations on how PMS can be improved. To achieve these, two main objectives were developed which were; to identify role of Performance appraisal in employee performance at ministry of Tourism, Environment and Culture in Lesotho and to examine the perception of employees’ challenges facing the performance appraisal process at METC. In carrying out the study, the method that was used random was sampling and purposive sampling to choose a sample of 100 respondents which constituted the categories of senior level management, senior officers and lower level officers. The researcher has collected by the use of questionnaires and interviews. From the major research findings, it can be concluded that, performance appraisal enhances employee performance through improving job satisfaction; motivation; and reduction of employee turnover. The main recommendation was that management should devise a mechanism on how it will reduce on appraisal challenges such as biases which may impact negatively on employee performance.