THE IMPACT OF PERFORMANCE APPRAISAL ON THE ORGANIZATION EFFICIENCY (A CASE OF STUDY OF CHAMPION BREWERIES PLC, UYO AKWA IBOM STATE)
TABLE OF CONTENT
Cover page – – – – – – – – –
Title Page – – – – – – – – – –
Certification – – – – – – – – –
Dedication – – – – – – – – –
Acknowledgement – – – – – – – –
Abstract – – – – – – – – – –
Table of Content – – – – – – – –
CHAPTER ONE: INTRODUCTION
1.1 Background of the Study – – – – – –
1.2 Statement of Problems – – – – – –
1.3 Objectives of the Study – – – – – –
1.4 Significance of the Study – – – – – –
1.5 Research Question – – – – – – –
1.6 Research of Hypothesis – – – – – –
1.7 Scope of the Study – – – – – – –
1.8 Definition of Terms – – – – – – –
CHAPTER TWO: REVIEW OF LITERATURE AND THEORETICAL FRAMEWORK
2.1 Brief Introduction – – – – – – – –
2.2 Conceptual /Theoretical Framework – – –
2.3 process of performance appraisal –
2.4 The Objective of Performance Appraisal – – –
2.5 Techniques/Method of Performance Appraisal – – –
2.6 Advantage/ Disadvantages of Performance Appraisal –
2.7 Appraisal Interview – – – – – – – –
2.8 Importance of Performance Appraisal – – – –
2.9 Relationship Between Performances appraisal and
Organizational performance – – – – – –
2.10 The Effect of Performance Appraisal on Organization Performance – – – – – – – – –
2.11 Leadership development and succession planning – –
2.12 Evaluation – – – – – – – – –
2.13 The Benefits of Evaluation – – – – – –
CHAPTER THREE: RESEARCH DESIGN AND METHODOLOGY
3.1 Introduction – – – – – – – – –
3.2 Area of study – – – – – – – –
3.3 Population of the study – – – – – –
3.4 Sample Size and Sampling Technique – – – –
3.5 Method of Data Collection – – – – –
3.6 The Questionnaire- – – – – –
3.7 Method of Data Analysis – – – – – – –
CHAPTER FOUR: DATA PRESENTATION AND INTERPRETATION
4.0 Introduction – – – – – – – – –
4.1 Data Presentation – – – – – – – –
4.2 Presentation of Data in section, A Personal Data – –
4.3 Test of Hypothesis – – – – – – – –
4.3 Discussions of Findings – – – – – – –
CHAPTER FIVE SUMMARY, CONCLUSION, AND RECOMENDATIONS
5.1 Introduction – – – – – – – – –
5.2 Summary of Findings – – – – – – – –
5.3 Conclusion – – – – – – – – –
5.5 Recommendation – – – – – – – –
References
Appendix
Research Question
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Institutionalization of performance appraisal started as far back as the industrial revolution when it was used as a means of measuring organizational efficiency (Fundary, 2001). When (1994) affirmed that performance was incepted when the Robert Owen used modern coloured block measure the achievement of employees workers in the cotton utilized as a disciplinary mechanism for punishing for performance (Kennedy and Dresser, 2001). This resulted in the negative notation of appraisal system which turned out to be by both the appraiser and appraise a confirmed by Robert and Pregitzer (2007).
“Performance appraisal is a yearly rite of passage in organizations that triggers dread and apprehension in the most experience bauble hardened manager”. The above quote summarized the extent to which the appraisal process is disliked by the evaluation. Subsequently, organizations tried to refine the methods linking it to other administrative method including reward, promotion, training and so forth arguing the employees achievement should not only the measured but evaluated and managed (Kennedy and Dresser, 2001). Despites the universal, there has been several analysis and with criticism of the effectiveness and use of performance appraisal within the organizational context but up to recent time the issues is skill being debated among scholars academicians and professionals and no system gas been successful is meeting the desire goals.
Performance appraisal is a means of measuring or assessing employee’s achievements within a stated period of time using reliable measurement criteria with the ultimate goals of providing information to superiors on how to improve employee’s effectiveness. There are tons and wind range of literature on performance appraisal. The term has been synonymous with performance management, performance review and performance evaluation. In the book “strategic performance management” the author defined performance appraisal as “a systematic and holistic process of work, planning monitoring and measurement aimed at continuously improving the terms and individual employees contribution to contribution to achievement of organizational goals”. (Akata, 2003).
The depicts performance appraisal is used as a means of establishing future goals, monitoring employee’s process based on specified job description, and measuring performance, teamwork and achievements based on specifying task that can be linked with organizational goals on objectives. Furthermore, performance appraisal is used to formally determine employees effectiveness and contribution (Ikranmullah et al, 2011). In addition Fleteha (2001) opined performance appraisal as a means by which organization develop competency improve employee motivation and achieve equitable allocation of resources. In essences, performance appraisal achieves multiple purposes from measurement to motivation and resource, allocation. As noted by Cleveland, Murphy and William (1989), performances appraisal systems can be used to motivate employment of skills, competences and expertise. In addition, performance evaluation can be said to be a process of measuring employees contribution which turn out to be beneficial both to the suf and the organization of large it carried out properly.
Moreover, Seiden sally and Jessica E. Sowa (2011) believes that the ultimate objective of any evaluation procedure is aligning individual goals and objectives in how they contribute to organizational growth and development. According to Bassey Esu and Inyang (2009), performance appraisal system is a means of investing employee achievement over a certain period of time for achieving organization goals. Consequently, performance appraisal is a means of knowledge sharing among subordinate and superior the adequately measure the process of the employees which will aid in making strategic human resources decisions.
In addition Atiomo (200) agree with Fajana (1997) that performance appraisal is a method of assessing the human resource capabilities and skills and also to identify areas of improvement (Fajana, 1997: Atiomo, 200. Obisi, 2010).
Atiomo (200) noted that, in order for performance appraisal to be effective, there must be clear job description hence, every individual needs to know what his role is the organization can be deduced the performance appraisal is the process through whi0ch an organization collect individuals date in terms of strengths and weakness in order to explore one’s opportunity and potential for development and growth while also determining future threats can be harmful to one’s care and the organizational selling at large which is subsequently communicated.
1.2 Statement of the Problem
Looking on the issue on ground, most organization fails to appraise their staff in which the effect is the organization not recognizing there staff by not appraising than and not give them what their contribution worth in the organization. Implementing and designing and employee’s performance appraisal plan will definitely increase productivity and motivate employee in an organization.
A study conducted by Agbo (2010) in some West African countries including Nigeria reveals that most organization in developing countries, do not have structure to implement employee performance appraisal system in an appropriate manner. Hence, employee found it very difficult to believe, that they are appreciated for what they are doing at their workplace.
Non-performance appraisal do not actually motivate employee to put in their beat at work it is a major issue in cooperate Nigeria lody. Organization that do not have performance appraisal system plan based on the personality an nature of the employees hardly motivate their employees to work hard it certain appraisal packages offer by the organization do no speak of their need.
An average Nigerian workers place more important to the appraisal package or benefit he/she will derive from working, thereby they are very concerned about their performance in an organization. Therefore in conclusion, it is of all these problems mention above, that the researcher no decide to go into the study and give recommendation on how to solve the problems.
1.3 Purpose of the Study
Listed below are the purposes of the study
- To determine whether there is a relationship between performance appraisal and organizational efficiency
- Identify employee performance plucky offered to the employee to an organization.
- To suggest motivational package necessary to provide to drive towards the attainment of the organizational objective.
- To examine the effect of identified employee performance appraisal package on this over all performance of employee is an organization.
- To evaluate the design and implementation of employees performance appraisal plan/ policies in an organization.
1.4 RESEARCH QUESTION
In order achieve the objectives of this study the following question were developed by the research.
- Is there any relationship between performance appraisal and organizational efficiency?
- Can you infer by your assessment that your supervisor and management are quite supportive?
- Are the packages and benefit adopted by your organization motivational?
- Are you current appraisal system adopted by your organizational satisfactory and quite competitive to what is obtained in other and establishment?
- Do your supervisor and management conduct job appraisal regularly?
- Is there process involucel in drafting or carrying out employee performance Appraisal in your organization?
- Does management of your organization regularly conduct opinion pools challenges faced by employees regarding performance appraisal?
- Are there benefits that should be introduced to your organization increase staff performance?
1.5 RESEARCH HYPOTHESIS
The following hypothesis shall be tested in order to as- certain the validity of the researcher work. Where to represent Null hypothesis, while it represents alternative hypothesis.
- Ho: There is no relationship between performance Appraisal and organization efficiency.
Hi: There is relationship between performance Appraisal and organizational efficiency.
- Ho: Introduction of performance Appraisal will not improve the performance of works in an organization.
Hi: Introduction of performance Appraisal will improve the performance of workers in an organization.
1.6 SIGNIFICANCE OF THE STUDY
The study seeks to highlight and recommend best employee performance practice that can be adopted in an organization by bringing out the various employee performance practices which the organization has undertake to increase its productivity and contribute it’s quite in the economic. Development of the community which it operates and the country at large.
This study will therefore, help enlighten management of various organizations of the various effects of employee performance Appraisal plan and packages on the performance of in an organization. The study will also bring out specifically, the employee? Appraisal packages which the organization has been able to bring out even of encouragement and motivation that the organization has given to it’s employees to work effectively among others. This study will go a long way to illustrate how organization should treat employees in order to increase productivity.
