IMPACT OF PERFORMANCE APPRAISAL ON STAFF PRODUCTIVITY
ABSTRACT
The study is designed to investigate the impact of performance appraisal on staff productivity, for an organization to survive in any business, the performance of its employees and the entire organization has to be controlled and appraised periodically.
However, this study was necessitated by the need to investigate by the performance appraisal techniques employed by ACB Company Owerri as the case study, it was discovered that the techniques used by this company are:
1. Ranking and
2. Forced distribution.
It is necessary to appraise the performance of the workers objectively because without this appraisal, it can affect the productive level of companies greatly.
CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
In the education of the conditions necessary for growth and survival of any organization, the role of performance appraisal is a strategic factor that cannot be over emphasized it is believed that both the individual and the organization need to know how well their performances is contributing to the accomplishment of the job plan to the starting plan and ultimately the overall strategic grand plan of the organization. In addition, the individual employee requires feed back related to his or her own goals development as well as that related management expectation. Performance appraisal is also a developmental process. Since it seeks to identify the strengths and weakness of the employee as a guide to his further development. It is usually made in prescribed manners at specific intervals such as quarterly, biannually or assesses his or her job performances and where necessary, gives his guidelines and advice for improving efficiency and effectiveness.
Also, the researcher discovered that no good communication of performance appraisal result to the employer.
Lack of communication or inadequate communication; the information kept by ABC transport on their staff performance appraisal is very poor and most of the data are out dated and of little or no recusant to drawing conclusion on their methods of performance appraisal. An effective performance appraisal review serves these general purposes. In other words, the essence of performance appraisal is to give information for promotional emotive, pay increase, training and development and discharge of employee.
Secondly, it provided employee with constructive feedback on how they by their managers, thus leading to increased productivity.
Flipo (1980-2004) identified the following:
Three appraisals as follows:
1. A casual and unsystematic approach.
2. the traditional and higher systematic measurement of;
(a) Employee characteristics
(b) Employee contribution
(c) Both
3. Mutual goal setting through management by objective programme (MBO) that effective performance appraisal system have the potential to provide opportunity for managers and employees to communicate and agree upon what is expected to each and plan to performance based on the overall objectives of the organization. Legal implication often dictates the need for jobs to be defined explicitly for objectives to be set and agreed upon by manager and employee and performance to be based on criteria that include more than just judgment of the managers to be able to relate to the individual as possible.
