ABSTRACT
This study focuses on performance appraisal as an instrument for
promoting productivity in an organization, using. The aim of this study is to
find out how performance appraisal can be used to achieve a higher
productivity, improve employees performance and effective management. When
performance is appraised and rewarded, it motivates the employee to put in this
best which make him productive.
Questionnaire were administered and the data collected were presented
and analysed with the chi-square method. The result of the study showed that a
higher productivity can be attained through performance appraisal exercise carried
out on a regular basis on the employees job and giving them appropriate
training in their areas of weakness and rewarding good performance. Timely and
accurate feedback to the individual appraised will provide foundation for improved performance in an
organization.
TABLE OF CONTENTS
Title page
Certification - - - - - - - - - i
Dedication - - - - - - - - - ii
Acknowledgement - - - - - - - - iii
Table of Contents- - - - - - - - - iv
Abstract - - - - - - - - - vii
CHAPTER ONE: INTRODUCTION
1.1 Background
to the study - - - - - - 1
1.2 Statement
of the Problem - - - - - - 2
1.3 Research
Questions - - - - - - - 3
1.4 Objectives
of the study - - - - - - 4
1.5 Statement
of the Hypotheses - - - - - 5
1.6 Scope
of the Study -- - - - - - - 5
1.7 Significance
of the Study - - - - - - 6
1.8 Limitation
of the Study - - - - - - 6
1.9 Operational
Definition of Terms - - - - 6
CHAPTER TWO: LITERATURE REVIEW
2.1 Performance
Appraisal- - - - - - 8
2.2 Objective
of Employees Appraisal - - - - - 8
2.3 Approaches
of Employee Appraisal - - - - 9
2.4 Methods
of Employee Appraisal - - - - - 11
2.5 Techniques
of Employee Appraisal - - - - - 12
2.6 Problems
of Employee Appraisal - - - - - 13
2.7 How
to Use Employee Appraisal to Promote Productivity - 14
CHAPPTER THREE: RESEARCH METHOD
3.1 Research
Design - - - - - - - 16
3.2 Population
of the Study - - - - - - 16
3.3 Sample/Sampling
Techniques - - - - - - 16
3.4 Instrumentation
- - - - - - - - 17
3.5 Method
of Data Collection - - - - - 17
3.6 Method
of Data Analysis - - - - - - 18
CHAPTER FOUR: DATA PRESENTATION,
ANALYSIS AND INTERPRETATION
4.1 Data
Presentation - - - - - - - 19
4.2 Data
Analysis - - - - - - - - 20
4.3 Test
of Hypotheses - - - - - - 29
4.3 Discussion
of Findings - - - - - - 31
CHAPTER FIVE: SUMMARY, CONCLUSION
AND RECOMMENDATIONS
5.1 Summary - - - - - - - - 32
5.2 Conclusion - - - - - - - - 33
5.3 Recommendations - - - - - - - 34
Appendix
I
Appendix
II
CHAPTER ONE
INTRODUCTION
1.1 Background
to the Study
In business
organizations the banking institution inclusive
the performance of employee is important
in achieving organizational goals. The success of every business organization
can therefore be attributed to performance appraisal. Performance appraisal is
one of the basic tools to assess workers performance.
Banking being a very important sector
plays an important role in the economy, for this reason, it is therefore
necessary to guard jealously the integrity, efficiency and reliability of these
institution by ensuring that they are effectively managed the judicious use of
performance appraisal.
According to Professor of management,
Sir Wayne (2011) performance appraisal is the systematic description of an
employee’s job relevant strengths and weakness. Performance appraisal can also
be define as a system of measuring workers output or productivity or efficiency
either quantitatively or qualitatively.
Performance appraisal is not only operational
in business organizations but also in government parastales, schools and social
groups. There is therefore the need for organizations (particularly the banks)
to identify the development plans and select programs for the establishment a
rational base for rewarding success and correct failure as the case may be.
This topic became an area of interest to researcher because of the significance
of performance appraisal in organizations universally.
1.2 Statement
of the Problem
This study is on performance as an instrument for promoting productivity,
using First Bank Plc as a case study, the problem for investigation in this
study, the problem for investigation in this study includes examining how
performance appraisal can enhance workers job performance vis-à-vis
productivity in an organization. That is, it is to examine the problem of
performance evaluations as a tool for promoting productivity.
The basic aim of every business organization is to achieve
its objectives goals or targets successfully. Goal set by organization will
only be in vain if much attention is not paid to employees’ effort or
performance for successful accomplishment. In other to achieve set goals and
objectives successfully there is the need to focus on performance appraisal.
Performance appraisal should be linked to attractive incentives to employees,
enabling workers to demonstrate higher productivity. Managers and employees are
the life blood of every organization. If management does not invest much into
the welfare of their workers problems are bound to rise leading to industrial
striate actions, low commitment to work, low morale and low productivity of
goods and services.
Attractive appraisal system are established by some business organization to help
motivate their employees to strike hard
to be recognized and rewarded once employees are motivated, their
performance reflects on productivity. Hence the essence of this paper is to
find out the part played by performance appraisal.
1.3 Research
Questions
(1) What is the objectives of performance
appraisal?
(2) What
is the criteria for assessing or
appraising employees?
(3) Who
rates employees in an organization?
(4) Does
performance appraisal improve or promote productivity?
1.4 Objectives
of the Study
The objective of the study is to discover how higher productivity
can be actualized through performance appraisal. The aim of the study basically
will be to examined closely and critically the banks appraisal effort its
effect on management effectiveness some other aims of this study includes:
(i)
To help managers assess training development need.
(ii)
To make it possible for management to be able to
attract and retain suitable employees through performance.
(iii)
To help managers review past performance and improve
on current performance.
(iv)
To provide employee’s with necessary information
pertaining to their work.
(v)
To establish if the performance appraisal is well
articulated to serve as a positive reinforcement to effective management and
higher productivity. This is a view stressed by skinner, when he wrote that
individuals get motivated and work better by proper well designed work
environment and by appraising their performance.
1.5 Statement
of Hypotheses
The
following hypothesis direct the trust of the study
(1) Performance
appraisal cannot enhance workers performance in an organization
(2) Problems
of performance evaluation cannot be a tool for promoting productivity.
1.6 Scope of
the Study
The study is limited to the need for performance appraisal an
instrument to promote employees productivity in an organization using First
Bank Plc Benin
as a case study. Emphasis will be on key words on performance appraisal on productivity and training improved
performance are to be analysed. It study on now employee’s appraisal is carried
out by every department but mainly in the personnel department which is one of
its functions. Moreover, since the research is limited to First Bank Plc only.
It is designed actually to access how performance appraisal will actual improve
their productivity.
1.7 Significance
of the Study
The study of performance appraisal as an instrument for
promoting productivity in an organization is useful to a great extent to both
the individuals and the organization at large.
1.8 Limitation
of the Study
There is a great need on the part of the researcher to reveal
certain problem encountered in the course of writing the project. There was not
enough time for the researcher to adequately carryout an in-depth work, this
was due to the tight schedule of the school academic programme. It was not easy
to get vital information from the company under study as they were termed
confidential, most of the workers also
declined accepting questionnaires.
1.9 Operational
Definition of Terms
Productivity: Is a
measure of the efficiency of protection it can be expressed as the ratio of
output to inputs used in the production process. It is the total output of an
organization in a particular period of time.
Performance: Can be
define as the accomplishment of successful role achievement that a persons
accomplishment on task that comprises of job. It is the accomplishment of task
measured against preset known standards of accuracy.
Appraisal: This is a
systematic way of evaluating or measuring one’s performance of a job in terms
of its requirement.
Motivation: This is a
criteria for determining organization effectiveness. It is typically measured
with actual output data (Micheal 2004).
Effectiveness: It can be
defined as the extent to which a manager achieves the output requirement of his
position.
Reward: Can be
defined as thing given in organization of one’s service, effort, or
achievement.
Training: Can be
seen as the acquisition of knowledge, skills and competencies as a result of
the teaching of vocational or practical skills and knowledge.
Management: This can
be defined as the function that coordinates the efforts of people to accomplish
goals.
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