Download complete project topics and materials Employees Performance Appraisal, As A Tool For Achieving Higher Efficiency In An Organization from chapter one to five
TABLE OF CONTENT
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CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
1.2 Statement of the problem
1.3 Objectives of the study
1.4 Statement of hypothesis
1.5 Significance of the study
1.6 Scope of the study
1.7 Limitation of the study
1.8 Historical background of the case study
1.9 Definition of terms
CHAPTER TWO
LITERATURE REVIEW
2.1 Definitions of performance appraisal
2.2 Characteristic of appraisal system
2.3 Reasons for performance appraisal
2.4 Process of Appraisal and various stages involve
2.5 Approaches in performance appraisal
2.6 Techniques of performance appraisal
2.7 Various Component of an appraisal format
2.8 Attributes considered in evaluating performance
2.9 Importance of performance appraisal
2.10 Management problems in evaluating performance
CHAPTER THREE
RESEARCH METHOLOGY
3.1 Research design
3.2 Research population
3.3 Sample size and sampling techniques
3.4 Method of gathering data
3.5 Justification of method used
3.6 Method of data analysis
3.7 Justification of instrument used
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1 Data presentation
4.2 Data analysis
4.3 Test of hypothesis
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND RECOMENATION
5.1 Summary of findings
5.2 Conclusion
5.3 Recommendation
CHAPTER ONE
INTRODUCTION
Most people are familiar with the performance evaluation process and the use of rewards and punishments to reinforce desired behaviours. Parents, Teachers, supervisors, managers observe their children, students, subordinates respectively in an attempt to encourage desired behaviours through tangible or intangible rewards system.
In most organizations, two evaluation systems exist the formal and informal, Supervisors often check on how well employees are doing without notice this, is the informal system. This however, can be influenced by political and interpersonal processes so that employees “who are liked better than others have an edge. In contrast, a formal Performance Evaluation is a system set up by the organization to regularly and systematically evaluate the employees’ performance.
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This is a study with major concern with evaluation of performance appraisal as a tool for achieving higher efficiency with particular reference to Kaduna refinery and petrochemical company (KRPC).
The management and administration of Kaduna refinery and petrochemical company (KRPC) is centered around the basic adjective and ensuring employees appraisal on the conduct of the staff motivation apparatus in the organization.
In almost all over the department of Kaduna refinery and petrochemical company, employee appraisal is a major problem, why because proper precaution and techniques to be applied to it is not applied.
Employee performance appraisal in Kaduna refinery and petrochemical company (KRPC) has long been held back due to lack of effective human resources officers and lack of effective human resources duties.
Employee appraisal considers the evaluation of individuals in terms of their jobs performance. It is a task requiring a quality of managerial judgment which places a considerable responsibility on the manager involve, it is dedicating as well complex.
1.1 Background of the Study
The history of performance appraisal is quite brief. It roots in early 20th century can be traced to Taylor’s pioneering time and motion studies. But this is not very helpful but the same he said about almost everything in the field of modern human resources management.
As a distinct and formal management procedure used in the evaluation of work performance appraisal really dates back from the time of the second world war-not more than 60 years in a broader sense, the practice of appraisal is very ancient art, in the scale of things historically, it might well lay claim to being the worlds second oldest management techniques.
There is, according to Dulewicz (1989), “a basic human tendency to make judgment about those he is working with, as well as about oneself” Appraisal, seems to be both inevitable and universal. In the absence of a careful structured system of appraisal, people will tend to judge the work performance of others including subordinates, naturally, informally and arbitrarily.
The human inclination to judge can create serious motivational ethical and legal problems in the work place without a structured appraisal system, there is a little chance of ensuring that the judgment made will be lawful, fair, defensive and accurate.
Performance appraisal system began as simply method of income justification. That is, appraisal was use to decide whether or not the salary or wages of an individual employee was justified.
The process was firmly linked to material outcome, if an employees performance was found to be less than ideal, a cut or reduction in pay would follow. On the other hand, if their performance was better than the expected, a pay rise was in order.
Little consideration, if any was given to the developmental possibilities of appraisal. It was felt that a cut in pay, or a rise should provide the only requires impetus for an employee to either improve or continue to perform well.
Sometimes the basic system succeeded in getting the result that was intended, but more often than not it failed. For example, early national researchers were aware that different people with rough equal work abilities could be pay the same amount of money and yet have quite different levels of motivation and performance.
This observation was confirmed in empirical studies. Pay rates were important, yes; but they were not the only element that had an impact on employee performance. It was found that other issues, such as morale and self-esteem could also have a major influence.
As a result, the traditional emphasis on reward outcomes was progressively rejected. In the 1950s, in the United States, the potential usefulness of appraisal as a tool for motivation and development was gradually recognized. The general model of performance appraisal, as it is known today began from that time.
1.2 Statement of the Problem.
In this particular research work, the researcher attempt to have an overview of the problem of employee performance appraisal. Recent legal decision has revealed the importance of establishing effective employee appraisal system, because inconsistent system can leave companies liable for wrongful termination damages.
Additionally, it will affect the improvement of employee’s morale and employee career pathing, which may lead to low productivity and high rate of labour turnover which can hinder the organization in determining and achieving their goals.
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