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ABSTRACT
This research is on “Effect of Performance Appraisal on Employee Productivity” To recognition of roles evaluating the performance of subordinate in an organization have principally accounted for an employee productivity. However evaluating the performance of workers, are determined on how hardworking they are.
In this vein employee when perform effectively and efficiently are evaluated, rated and consequently rewarded. This serve as a motivational force and a spur to greater performance. This explain, inspite of all performance appraisal programme on Power Holding Company of Nigeria there have been no significant improvement in the supply of electricity which has in recent time been characterized with constant irregular supply of electricity chapter one deals with the introduction, problem statement, objective of the study, significance of the study, research questions, scope and limitation of study.
Chapter two deals with literature review which is made up of theoretical framework of the study; historical background and current literature. Chapter three deals with research design and methodology. Chapter four deals with methods of data presentation and analysis.
The hypothesis is also analyzed in this chapter. The research work ended in chapter five with summary of findings, conclusion and recommendations. It identify the type of performance appraisal that exist in Power Holding Company Aba District and examine the most effective performance appraisal that exist in Power Holding Company Abia District. And finally contain on the recommendations and conclusions how the Power Holding company should tackled the challenges.
TABLE OF CONTENTS
CHAPTER ONE: INTRODUCTION
1.1 Background of the Study
Statements of the Problem
Objectives of the Study
Research Question
Research Hypothesis
Significance of the study
Scope of the study
Limitations of the Study
Definition of Relent Terms
References
CHAPTER TWO:
REVIEW OF RELATED LITERATURE
Theoretical Frame Work of the Study
Conceptual Framework/ The History of Power Holding Company of Nigeria
Current Literature on the Effects of Performance
References
CHAPTER THREE: RESEARCH DESIGN AND METHODOLOGY
3.0 Research Design
3.1 Area of the Study
3.2 Source of Data
3.2.1 Primary Sources
3.2.2 Secondary Sources
.3.3 Population of the Study
34 Sample Size Determination and Sample Technique
3.5 Methods of Data Collection
3.6 Questionnaire Design Distribution
3.7 Method of Data Presentation and Analysis
3.8 Validation of Instrument
3.9 Reliability of the instrument
Reference
CHAPTER FOUR:
DATA PRESENTATION & ANALYSIS AND DISCUSSION OF FINDINGS
Presentation and Analysis of Data
Testing of Hypothesis
Discussion of Findings
CHAPTER FIVE:
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATION
Summary Findings
Conclusion
Recommendations
Suggestion for Further Studies
Bibliography
Appendix
Questionnaire
CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
Cascio and Award (1981:55) defines staff appraisal as a systematic description of the job and relevant strengths and weakness of the employees. While Oxford Advanced Learners Dictionary defines appraisal as the ability to assess the value or quality of somebody or something. Fieldman Daniel et al (1983:11) defines staff performance appraisal as the process of measuring and assessing the level of performance of organizational members.
Furthermore, the modern emphasis is upon supervision or the supervisors who should strive to help their subordinate to achieve firms and individuals roles demanded by most appraisal programmes. Performance appraisal helps to evaluate training needs, determine the availability of compensation package, serve as basis for executing the maintenance and separating functions etc.
Yet the veritable positives of performance appraisal in personal management function is being riddle or abused. The power Holding Company and other organizations in Nigeria have persistently shown instrument or a basic ingredient for productivity.
In the cause of this research work some indebt analysis into performance appraisal productivity and other needed issues were extensively discussed.
1.2 STATEMENT OF THE PROBLEM
Some factors can make a worker to perform effectively or ineffectively on his or her job. But general evidence of ineffectiveness or inefficiency is seen in the attitude of workers towards their job.
Machunga (1984:5) observed that a number of factors seen to be responsible for job dissatisfaction among workers. These include non payment of workers, poor condition of service, lack of motivational tools, poor salary payment. These affect Power Holding Company, Abia District.
1.3 OBJECTIVES OF THE STUDY
The major objective of the study is the effect of performance appraisal on employee productivity of Power Holding Company Abia District. The following sub-objectives were also examined.
- To identify the type of performance appraisal that exist in Power Holding Company Aba District.
- To examine the most effective performance appraisal that exist in Power Holding Company Abia District.
- To determine the measure used by managers to solve the problems of performance appraisals on employee in the Power Holding Company Abia District.
1.4 RESEARCH QUESTIONS
This study sought to answer the following questions:
- What is the type of performance appraisal that exists in Power Holding Company of Nigeria Abia District?
- What is the most effective performance appraisal that exist in the Power Holding Company of Nigeria Aba District?
- What measure can be used by manager to solve the problems of performance appraisal on employee in the Power Holding Company?
1.5 RESEARCH HYPOTHESIS
H0: There are no performance appraisal in use by Power Holding Company Aba District.
HI: Power Holding Company Aba District uses performance appraisal.
H0: Power Holding Company Aba District does not have effective performance appraisal.
H2: Power Holding Company Aba District has effective performance appraisal.
H0: There are no measures in use by managers to solve the problems of performance appraisal on employee in Aba District.
H3: There are measures in use by managers to solve performance appraisal on employee in Aba District.
1.6 SIGNIFICANCE OF THE STUDY
This study will create awareness among management of organizations, especially Power Holding Company Aba District of the importance of performance appraisal and to make them to appreciate the need to maximize its benefit while minimizing its pitfalls to justify the use of performance appraisal as a yardstick for determining individual rewards in an organization.
This research will benefit the student in carrying out further research on the effect of performance appraisal.
1.7 SCOPE OF THE STUDY
This study is restricted to Power Holding Company Aba District. It is to be a cross pollination study. It means that the entire cross section or the unit parts of the company would be involved in the study as they would constitute that population.
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