ABSTRACT
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.
TABLE OF CONTENT
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
BACKGROUND OF THE STUDY
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.
PERFORMANCE APPRAISAL AS A TOOL FOR ACHIEVING ORGANIZATIONAL AND EMPLOYEE DEVELOPMENT
