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EFFECT OF PERFORMANCE
APPRAISAL ON EMPLOYEE PRODUCTIVITY
(A STUDY OF POWER
HOLDING COMPANY, ABA)
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
1.2
Statements of the
Problem
1.3
Objectives of the
Study
1.4
Research Question
1.5
Research Hypothesis
1.6
Significance of the
study
1.7
Scope of the study
1.8
Limitations of the
Study
1.9
Definition of Relent Terms
References
CHAPTER TWO: REVIEW
OF RELATED LITERATURE
2.1
Theoretical Frame Work of the
Study
2.2
Conceptual Framework/ The History of Power Holding Company of Nigeria
2.3
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
4.1
Presentation and Analysis of Data
4.2
Testing of Hypothesis
4.3
Discussion of
Findings
CHAPTER FIVE: SUMMARY
OF FINDINGS, CONCLUSION AND RECOMMENDATION
5.1
Summary
Findings
5.2
Conclusion
5.3
Recommendations
5.4
Suggestion for Further Studies
Bibliography
Appendix
Questionnaire
LIST OF TABLES
Table 4.1
Elevation on the Present Job
Table
4.2 Employees are Rewarded
based on Performance Approval Report
Table
4.3 Performance Approval Scheme
Is Appropriate For Promotion
Table 4.4:
Receipt of Negative Evaluation
Table 4.5
Personal Appraisal Can Be Used To
Identify Individual Current Level of Performance
Table
4.6 Performance Appraisal
Report Will out As a Positive Motivator to Improving an Employee
Performance
Table 4.7
Performance Appraisal will be used
to Determine the Training and Development Needs of the Employee
Table
4.8 Performance Appraisal Can
Provide Information for Success of Planning
Table 4.9
Performance Appraisal Reports Are
Often Influence By
Supervisor
Table 4.10
Factor influencing Supervisor’s Evaluation of
His or Her
Subordinates
or Factors That Influence Supervisors Rati
CHAPTER ONE
INTRODUCTIN
1.1
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 eavitbaility 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.
1.
To identify the type of performance appraisal that exist in Power Holding
Company Aba District.
2.
To examine the most effective performance appraisal that exist in Power Holding
Company Abia District.
3.
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:
1.
What is the type of performance appraisal that exists in Power Holding Company
of Nigeria Abia District?
2.
What is the most effective performance appraisal that exist in the Power
Holding Company of Nigeria Aba District?
3.
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.
1.9
DEFINITION OF RELENT TERMS
Employee: There
are group of persons who are employed and are paid monthly for the cause of
their service rendered. Advanced Learners Dictionary defines it as person
who works for somebody or for a company in return for wages.
Motivational Tools: They
are tools that make the employee to work effectively and efficiently.
Pre-Determine: To
decide something in advanced so that it does not happene by chance.
Productivity: Power
to make things. How quickly things are made. Coles, G. A. (1993:63) defines it
ability to produce.
Performance: Process
or manner of performing.
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