ABSTRACT
The objective of this study is to find out the work of performance evaluation to productivity and the relationship between productivity and performance evaluation in the star paper Mill Nigeria ltd. Aba. The population of the study consists of 100 workers. The sample for the study was 80, which were drawn using Yaro Yamen’s formular. Two research questions and two hypotheses were formulated to guide the study. 16 item structured questions was developed, validated and tested for its reliability. The use of the percentage was used to analyze the data collected from respondents. While chi-square method was used to test the hypothesis. This work is grouped into five chapters. Chapter one has to do with the introduction. While chapter two deals with related literature. Subsequently, chapter three deals with the method of data collected which involves primary and secondary data. Chapter four is where data was analyzed and test of hypothesis which leads to conclusion in chapter five.
Summarily, from the findings of the study through questionnaire suggested that to improve in productivity, the workers have to be appraised for good performance. Also, management has to improve especially in the area of feedback because it is a way of motivating employee and subsequently organizational effectiveness.
CHAPTER ONE
- INTRODUCTION
1.1 BACKGROUND OF THE STUDY
In any organization, numbers of the workforce conscious and unconsciously form opinions about each other. Supervisors or superior officers continually judge the contributions and abilities of their subordinates for the purpose of evaluations, subordinates also form opinions of the bosses colleagues, jobs and even their organizations, many judgments relates to the quality of work performance as well as the relationship between superior and subordinates. Supervising officers take decision on employees, remuneration, transfer, promotion, discipline, training and development. Due to the importance of these personnel matters, organizations attach great significance to the official evaluation which supervisors make their subordinates.
Indeed, the livelihood and career progress of employees rest largely on such assessments to generate confidence in decisions made on the basis of performance assessment, objective and fair. Very clear policies and well designed procedures are therefore necessary to achieve these objectives. It is very important for managers to always evaluate the performance of his subordinates. James black (1961) said. “However difficult it may be for a manager to conduct a frank appraisal interview, it is absolutely essential to the development of an employee”.
