Performance appraisal as a tool for achieving organizational and employee development

This study, performance appraisal as a tool for achieving employee and organizational productivity is geared towards examining the impact of performance appraisal on the productivity of employees in organization, with particular reference to First Bank of Nigeria Plc.  In the course of this study, data were sourced from primary and secondary sources.  It was discovered that participation of employees in appraisal exercise and the use of performance appraisal result are very useful for things like promotion, reward, motivation, personal development and so on. This research work will enlighten the readers on the usefulness of such programme in achieving both personal and organizational appraisal and provide room for improvement and development.

 

Title page       --  --  i

Approval       --  -- ii 

Dedication       --  -- iii 

Acknowledgement     iv   

Abstract       --  -- v 

Table of Content        vi

CHAPTER ONE 

INTRODUCTION

1.0 Background of the study          --   1

1.1 Statement of the problem         --    2

1.2 Purpose of the study          --   3

1.3 Significance of the study        3

1.4 Scope of the study          --  -- 4

1.5 Limitation of the study         --4

1.6 Statement of the hypothesis         -- 5

1.7 Definition of terms         --  --  6

CHAPTER TWO

2.0 INTRODUCTION

2.1 The Concept of Performance Evaluation     8

2.2 Objective of Performance Evaluation      - 10

2.3 Benefits of performance evaluation      --   12

2.4 Pitfalls of performance evaluation      --  --13  

2.5 Techniques for revaluating employees       16

2.6 Performance MBO (management by objective)    --  -- 24

2.7 Fundamentals For Successful Appraisal Programme  -- --    27

2.8 Performance appraisal versus productivity     -- 28

2.9 Performance Evaluation System       --  --  31

2.10 Performance appraisal scheme in First Bank      41

CHAPTER THREE 

RESEARCH METHODOLGY

3.0 Introduction    -  --   49

3.1 Sources of data collection        --    49

3.2 Sample size and technique         --  50

3.3 Population sample      --  --     50 

3.4 Method of data collection        --  - 51  

3.5 Problems encountered in data collection process   --  -- 51 

3.6 Sample size technique         -  52

CHAPTER FOUR: 

DATA PRESENTATION AND ANALYSIS

4.0 Introduction           --  53

4.1 Data presentation and analysis       53

4.2 Test of hypothesis         --  --  58

4.3 Interpretation of result           62

CHAPTER FIVE: 

SUMMARY CONCLUSION AND RECOMMENDATION

5.0 Introduction           -- 63

5.1 Summary           63

5.2 Conclusion      --  --    --  --  63 

5.3 Recommendation      --  --    64 

Bibliography

Appendixes

In today's workplace, performance improvement and the role of performance appraisal is an increasingly popular topic. Why the intense focus on performance appraisal now? Business pressures are ever-increasing and organizations are now required to become even more effective and efficient, execute better on business strategy, and do more with less in order to remain competitive. This is however a Herculean task, as it involves not just provision for remedies but the identification and definition of the reason for appraisals.

Hence herald a tedious task of personnel managers in any organization.

Certain fundamental questions need to be asked:

- What should we focus on as fundamental in our assessment?

- When should we carry out appraisal and how frequently should it be done?

- Is there any correlation between performance appraisal and productivity?

- How do we appraise employee’s performance for maximum productivity?

These and many more questions keep on begging for attention and or solution because most personnel function are contingent upon performance appraisal.  Performance appraisal helps to evaluate training needs, determine the equitability of compensation package, serve as basis of executing the maintenance and separating functions etc.  Yet the veritable positives of performance appraisal in personnel management function is being riddled or abused.  

First Bank Plc and other organizations in Nigeria have persistently tried with rigor and vigor to effectively and efficiently utilize performance appraisal as an instrument or a basic ingredient for productivity and development.

In the cause of this research work, an in-depth analysis into performance appraisal as a tool for development and other needed issues will be extensively discussed.

1.1     STATEMENT OF PROBLEM

In Nigeria, most of the performance appraisal exercises/programmes are

not well designed and focused. 

Management of organization tends to view it as a punitive measure.  This makes it lose its objective and focus as

performance appraisal  no longer seek to

actualize its objective of correcting deviations, hence increasing productivity

and jettison all hindrances that tends to hinder productivity, but it is being

used as a tool for subordination, oppression, victimization and exploitation.

Despite the veritable returns of performance appraisal to much

organization, the societal value system has subdued it objectivity and its

attendant’s outcomes.

This makes most of our performance more subjective than objective.

However in the course of this research work, the all unanswered question

will be answered: for example

1.       Is performance appraisal a corrective or

punitive measure?

2.       Should performance

appraisal be subjected to the undue influence of our cultural, benefits and

value systems?

3.       Whether performance

appraisal superintends in increasing employees productivity and organizational

development?

1.2     PURPOSE OF THE STUDY

This research

work is carried out to:

a.       Investigate the performance

appraisal technique adopted by First Bank Plc Abuja.

b.       Correct performance appraisal and

productivity in First Bank Plc

c.       Examine the usefulness of performance

appraisal programme

d.       Investigate and analyze the

various environmental variables affecting performance appraisal program.

e.       To identity the pitfalls

associated with performance appraisal exercise and provide solutions to them.