Abstract
The issues of accuracy and fairness in performance appraisal are one of the key research interests in the field of human resource management. Performance appraisal may be used as a means of measuring performance. The purpose of measuring performance is not to indicate only where things are not going according to plan but also to identify why things are going well so that steps can be taken to build on success. Performance appraisal is an important human resources function, which provides management with a systematic basis for effectively recognizing and evaluating the present and potential capabilities of human resource.
CHAPTER ONE
INTRODUCTION
- Background of the study
It is of immense importance is any firm or organization to put the employees’ welfare first because no organization can exist on theories except if human beings carry out those theories and apply them to practical things. When a worker is employed in an organization, a guide, a rule and regulation are given to him or her to make sure that he effort and performance is directed towards one channel, which is objectives of the organization. As well management expects high performance and corporation from the employee who is given incentives by given remuneration but when the things expected by both management and employee is not far-fetched then there exists a phenomena, which raises the eye brow of the management to ask what is a miss. This research work deals with such phenomena, which such phenomena, which is “Employee performance appraisal as a strategies to management The first and only indigenous network provider in Nigeria called NITEL was originally known as post & telegraph communication. It was established during the coloninai era. The Nigeria Telecommunications Limited (NITEL) is a federal Government owned company that provides public telecommunications services in Nigeria it started operations as a company in 1985 as an amalgam of the telecommunications Division of the default P & T Department and the Nigeria External Telecommunications limited (NIT) and now has staff strength of about 11,000. In 1992, NITEL was commercialized following a tripartite agreement between it, the government and the Technical Committee on Privatization & Commercialization (TCPC). In the same year, NITEL pioneered the mobile telecommunications services in Nigeria, which was later excised from the company to form M-Tel in 1996. M-Tel was however reemerged resulting conglomerate was constituted into three directorates which all reported to the corporate headquarters. The directorates were for long Distance communications, Domestic Communications. M-Tel was again excised from NITEL in April 2003. As a result of  the excision, M-Tel became legally, administratively, operationally and financially autonomous but it remained fully owned by and as a full subsidiary of NITEL. The company operates a six zonal structure, the zones are:
