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CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Performance appraisal is one of the basic tools that make
workers to be very effective and active at work. A critical look out on this
may bring about the need for motivation, allowances, development, training and
good human relationship in an organization.
Performance appraisal is defined as “a structural formal
interview between subordinate and supervisor, that usually takes the form of
periodic interview (annually or semi-annually), in which the work performance
of the subordinate is examined and discussed, with the view of identifying the
weaknesses as strengths as well as opportunities for improvement and
development” Decenzo and Robbins, (1995: 358).
The essence of performance for most organizations is
delivering products and services that meet or exceed customer expectations,
thereby creating a competitive advantage so that customers are retained and market
share is increased (Sasson, Alvero & Austin, 2006). Another view is that a
performing business is one that maximizes shareholder value, thus maximizing
the difference between input costs and revenue (Copeland, 1994). This is often
a controversial statement since organizations in Europe and Japan expect a
balance between all the stakeholders (Copeland, 1994:97), and is supported by
the view of Neely, Adams and Kennerley (2002) as part of their Performance
Prism which includes all the stakeholders and not only the shareholders.
Two more general definitions of “performance” are
that performance is a “…particular action, deed or proceeding / the
execution or accomplishment of work, acts, feats, etc.” or “the
manner in which or the efficiency with which something reacts or fulfils its
intended purpose” (Dictionary.com, 2010). These definitions show that it
is about performing work in an efficient way. This compares with the very
simple but clear definition provided by Dunnette and Fleishman (2000) that
performance is “…the results or outcomes of work”, thereby opposing
it to behaviour. They state that “… performance is the end result and
behaviour is the means to that end” therefore performance is an
accomplishment or output. Two fundamental dimensions of performance is
efficiency (or resource utilization) and effectiveness (the meeting of
requirements) (Neely et al., 2002). In these two dimensions lies the essence of
productivity, namely that productivity is normally calculated as output divided
by input (Productivity = Output/Input) (Latham & Wexley, 1994), such as
number of products delivered in relation to resources used.
1.2 STATEMENT OF THE
PROBLEM
Low productivity is usually the negative effect of lack of
performance appraisal, absence of performance appraisal brings about staff low
job performance.
Labour union always
get into the matters of employees well being at work and also in their personal
lives so that they can give their full at work. But some time it has a negative
impact on performance appraisal and the management to give promotion or rise in
the salary on the bases of seniority.
The basic aim of every business organization is to achieve
its objectives, goals or targets successfully. Goals set by organization will
only be in vain if much attention is not paid to employees’ effort or
performance for successful accomplishment. In other to achieve set goals and
objectives successfully, there is the need to focus on performance appraisal.
Performance Appraisal should be linked to attractive incentive to employees,
enabling workers to demonstrate higher productivity.
Most organizations in the competitive market fail since
their workers perform below standard for they are not encouraged to work
harder. Managers and employees are the life blood of every business
organization. If management does not invest much into the welfare of their
workers, problems are bound to rise leading to industrial strike actions, low
commitment to work, low morale and low productivity of goods and services.
Attractive appraisal systems are established by some
business organizations to help motivate their employees to strike hard to be
recognized and rewarded. Once employees are motivated, their performance
reflects on productivity. Employees strive hard by pooling together skills,
knowledge and efforts to achieve maximum output. Hence the essence of this
paper is to find out the part played by performance appraisal.
1.3 OBJECTIVES OF THE
STUDY
The aims of this study are;
To examine the relationship between performance appraisal
and employees’ productivity
To examine the ways in which performance appraisal has
impacted employees performance
To help managers review past performance and improve current
performance.
To provide employees with necessary information pertaining
to recognition of their work.
To know if performance appraise enhances productivity.
1.4 RESEARCH QUESTION
1. Does
performance appraisal have positive impact on employees’ performance?
2. How often are
employees appraised at the work place?
3. Is performance
appraisal an ongoing process in the company?
4. Is feedback
information received after performance appraisal?
5. Is performance
appraisal helpful in identifying strengths and weaknesses?
1.5 RESEARCH
HYPOTHESIS
Ho: Effective performance appraisal does not influence
employee performance.
Hi: Effective performance appraisal influences employee
performance.
Ho: There is no significant relationship between performance
appraisal and job outcomes.
Hi: There is a significant relationship between performance
appraisal and job outcomes.
1.6 SIGNIFICANCE OF
THE STUDY
The findings of the study will not only be beneficial to the
personnel of the chosen organization for the study, which is First Bank Plc,
Benin City, but also to every individual. It will also;
Help managers in other organizations in setting goals and
targets for employees to achieve through proper supervisory control by line
managers.
Aid in identifying and improving the training and development
needs of workers.
Assist in motivating employees who contribute effectively to
the attainment of organizational goals and objectives.
1.7 SCOPE OF THE
STUDY
This research work is limited the impact of performance
appraisal on workers performance and in turn leading to organizational
performance and productivity, using First Bank Plc, Ikpoba Hill Branch, Benin
City. This therefore means that the study area in which data were obtained is
First Bank Plc, Benin City.
1.9 LIMITATION OF THE
STUDY
This project research would have been easier if not for
these limitating factors:
1. Time factor:
time was not on the researchers to consult various sectors of the economy to
review employees or given out questionnaire to various institutions on the
effect of government revenue policies.
2. Finance: this
is another barrier that limited the researcher’s work.
1.10 DEFINITION OF
TERMS
Appraisal: A
formal assessment, typically in an interview, of the performance of an employee
over a particular period.
Human recourses:
These are human beings used in the production process. They could still be
called employees or provide of labour.
Compensation: This is the reward or payment gain to the
provider of labour. A labourer disserves
his wages. Compensation could also be
retired to as remuneration.
Separation: This
is a process whereby an employee is returned to the wider society from where he
was taken from, probably as a result of old age, non-performance or misconduct
Job evaluation: This is the systematic method of appraising
the work of each job in relation to other jobs in the organization.
Effectiveness: Effectiveness is the capability of
producing a desired result. When something is deemed effective, it means it has
an intended or expected outcome, or produces a deep, vivid impression.
Efficiency: A level of performance that describes a
process that uses the lowest amount of inputs to create the greatest amount of
outputs. Efficiency relates to the use of all inputs in producing any given
output, including personal time and energy.
Exploitation: The
process of being able to use a company’s natural resources such as adverts,
covering of event, publicity of event for the attainment of profit
maximization.
Management: Is
the effectiveness and optimum used of human and material resources to achieve a
goal.
Responsibility:
Is a person who is reliable and able to carryout various duties imposed on
him/her by the establishment.
Evaluation: Evaluation is a systematic
determination of a subject’s merit, worth and significance, using criteria
governed by a set of standards. It can assist an organization, program, project
or any other intervention or initiative to assess any aim, realizable
concept/proposal, or any alternative, to help in decision-making; or to
ascertain the degree of achievement or value in regard to the aim and objectives
and results of any such action that has been completed.
1.11 HISTORICAL
PROFILE OF FIRST BANK PLC
First Bank of Nigeria, sometimes referred to asFirst Bank,
is a Nigerian bank and financial services company. It is the country’s largest
bank by assets As of June 2013, the bank had assets totaling approximately
US$21.3 billion (NGN:3.336 trillion).
The bank’s profit before tax, for the twelve months ending 31 December
2012 was approximately US$542.5 million (NGN:86.2 billion). At that time, the
bank maintained a customer base in excess of 8.5 million individuals and
businesses. First Bank of Nigeria has solid short and long term ratings from
Fitch, the Global Credit Rating Company, partly due to its low exposure to
non-performing loans. The bank has strong compliance with financial laws and
maintains a strong rating from the Economic and Financial Crimes Commission of
Nigeria.
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