ABSTRACT
This research work has attempted to
identify and determine the Effect of Job Appraisal in Ojo Local Government and
the Effectiveness on Employees’ Productivity. The ineffective use of
performance appraisal as a human resources management tool cuts across
different sectors of the economy, either public or private sector and to
determine whether job appraisal exercise will increase the productivity of
worker in Ojo Local Government.
In accomplishing this purpose, views
and ideas of some authors and scholars in the area of study were viewed, the
organization under the study is noted to be one of the oldest Local Government
and it’s rated as one of the first twenty (20) local government in Lagos State.
The method of choosing the
respondents was done through random sampling; this is to allow for objectivity
on the part of the researcher. The data collected would be analyzed through
descriptive statistics. This include, table and percentage basis. With a
population of over 250 staffs at the head office, it is discovered that
management personnel is 25, skilled officers and middle level staff are less
than 100, while the remaining belongs to the junior staff.
It is recommended to employers of
labors in the organization should work in close association with other relevant
groups with other relevant groups in the organization in order to enhance
organizational relations policies.
TABLE OF CONTENTS
Contents
Page
Title page 1
Abstract 2
Table
of contents 3
CHAPTER ONE:
1.1 Introduction 5
1.2 Statement of Problem 7
1.3
Objectives of the study 8
1.4 Statement of Research Questions 8
1.5
Statement of Research Hypotheses 9
1.6 Scope of the Study 10
1.7 Significance of the Study 10
1.8 Definition of Terms 11
CHAPTER TWO: LITERATURE
REVIEW
2.1
Introduction 15
2.2
Definition of Performance Appraisal 16
2.3 Origin and Development of Performance
Appraisal 17
2.4
Relevance of Performance Appraisal 19
2.5
Problems of Performance Appraisal 21
2.6
Performance Appraisal Process 22
2.7 Why Do We Appraise Employee Performance 25
2.8
Features and Focus of A Good Performance
Appraisal Form 26
2.9 Theoretical Framework 27
CHAPTER THREE: RESEARCH
METHODOLOGY
3.1
Introduction 32
3.2
Data Collection Method 32
3.3
Data Collection Instrument 33
3.4
Data Collection Instrument 33
3.5
Population of the Study 34
3.6
Sample and Sampling Techniques 34
3.7
Data Analysis 34
3.8
Limitations of the Methodology 35
CHAPTER FOUR: DATA ANALYSIS
AND DISCUSSION
4.1
Introduction 36
CHAPTER FIVE: SUMMARY,
CONCLUSION AND RECOMMENDATIONS
5.1 Summary 48
5.2 Conclusion 49
5.3 Recommendations 50
References 52
Questionnaire 54
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
This research
project will be limited to Ojo Local Government, using the annual performance
appraisal from, which tends to study the impact of Job Appraisal as it affects
employee productivity on the part of workers in Ojo Local Government.
However, it is
important that employees at lower levels are properly represented at the top
administrative level, especially when it comes to policy formulation and
implementation.
Ojo Local
government is the one out of the twenty local government areas in Lagos State.
The entire area is about 180 square kilometer with about 30% of it constituting
the riverine areas. The local government area has Awori as its native
inhabitants, and other tribes from the country are represented in large
population.
Performance
appraisal according to Fanibuyan (2001) is used to determine the promotion of
workers and is usually done by the line manager and personnel specialist. Also,
performance appraisal is concerned basically with a view of individual
performance during a set period to identify his area of strength and weakness
and establish targets for him so as to achieve the overall objectivities of the
organization. Bankole (2000) asserted that performance appraisal is a review of
employees’ performance based on the objective agreed in essence, it is the
process of reviewing an individual’s performance and productivity in terms of
effectiveness in a job and assessing his potential for future promotion.
The ineffective
use of performance appraisal as a human resources management tool cuts across
different sectors of the economy, either public or private sector. It is
pertinent to state that there are four main objectives of performance
appraisal;
1.
To provide an opportunity for the manager or
superior or subordinates
2.
To review the latter’s work in light of set
objectives
3.
To achieve the objectives of feedback at work
4.
To create a sense of belonging and instill a
sense of achievement in the individual. (Fanibuyan 2001)
A look at the
public sector will reveal that performance appraisal is not given any serious
attention by both the management and staff of government establishment.
There are cases
when annual performance appraisal forms (APA) are filled by staff and would not
be submitted back to the appropriate office, or the superior officer who is in
charge of appraising subordinates is either frequently absent, or just treats
the forms with nonchalant attitude or utter disregard.
1.2
STATEMENT OF THE PROBLEM
This research work is
necessary now than every considering the rate of environmental hazards that
employees are exposed to daily, the condition of job, the quality of food
people consume, due to longer hours at work which over expose them to junk
foods.
Hence, the study will focus
on the impact of job appraisal controlled and managed in Ojo Local Government. As it is recorded to be a determinant of employees
performance on
productivity thereby causing disturbances at work.
Furthermore, problems such as
failure of companies in providing health Insurance scheme for their workforce,
high rate of job insecurity, the setting of unrealistic deadlines, improper
working conditions and absence of counseling department and appraisal on
the productivity of employees in Ojo Local government.
1.3 OBJECTIVES
OF THE STUDY
The purpose of
the research is to find out the impact of job appraisal (performance appraisal)
on the productivity of employees using Ojo Local government as a case study.
The following objectives are intended to be achieved;
1. To
determine whether job appraisal exercise will increase the productivity of
worker in Ojo Local government.
2. To
find out whether the performance appraisal exercises is not being used by the
management of Ojo Local government as a secret report on the subordinates
3. To
ascertain whether the performance appraisal exercise is not being used as an
attack on the personality of workers by the management of Ojo Local government.
1.4 STATEMENT
OF RESEARCH QUESTIONS
Since it is
believed in some public sector organizations that performance appraisal
exercise it not been done the way it should be done, and therefore, has
negative implication on the productivity of workers. Some questions will be
asked which this research will attempt to answer.
1.
Is performance appraisal exercise a secret
report on the subordinates?
2.
Is performance appraisal used as a basis for
determining promotion or demotion of an employee?
3.
Will performance appraisal exercise increase the
productivity of workers?
These questions
will give a guide in the data collection and analysis process.
1.5 STATEMENT
OF RESEARCH HYPOTHESES
-
That workers used to be motivated for effective
performance
-
That workers must be well informed and carried
along against any serious decisions by the management to avoid conflict
-
That performance appraisal exercise has an
impact on the productivity of workers in Ojo Local government
-
That there is positive relationship between
performance appraisal and promotion of employees in an organization
1.6 SCOPE
OF THE STUDY
The scope of the
study will be limited to Ojo Local Government area of Lagos State. It aims to
study how job appraisal can enhance the employee’s productivity in the local
government.
1.7 SIGNIFICANCE
OF THE STUDY
The role which annual performance appraisal exercise plays in the overall
management in the public sector makes this research more pertinent to personnel
management. Performance appraisal performs a tangible role in an organization
and it is imperative for the survival of the organization. The usefulness of
the appraisal exercise to an organization is in two (2) phases, namely;
-
Evaluation role
-
Developmental role
Evaluation roles
v To
evaluate those people that are capable within the organization;
v It
helps to evaluate the performance of each employee;
v It
helps the management to evaluate itself and likewise the employees
Development roles
-
It helps in employee (s) career counseling
-
It helps to identify those that used to be
trained in new skills
-
It helps to identify the training and
developmental needs of the organization
The findings of this research will enable us discover the positive and
negative implication of annual performance appraisal on employee productivity
in Ojo Local government.
In conclusion, the outcome of this research will help improve the
practice of human resources management since its findings will expose the
practitioners of Ojo Local Government to their responsibilities.
1.8 DEFINITION
OF TERMS
It is relevant
to this study to outlined and define the various terms and concepts that will
be used or found in this research. This will eliminate ambiguity from the
subject matters.
Local government: It implies to government at grassroots, in other words, it is
government that is closest to the people are the grassroots level and serves at
a bridge between the people at the grassroots who can participate directly in
federal governance.
According to
Robert Ola (1982), he described local government as a political sub division of
a nation or state (in a federal system), which is constituted by law and has
substantial control of local affairs, including the powers to impose taxes or
to exact labor for prescribed purposes.
Performance (Job) Appraisal: According to Fabuniyan (2001), appraisal
is used to determine by the promotions of workers and is usually done by the
line managers and personnel specialists. Also, performance evaluation which is
otherwise known as performance appraisal is the personnel activity by means at
which the employee performing the job effectively.
Management: This
implies the process of getting things done
by and through others, e.g. supervising the work of a group of clerks rather
than doing the work oneself, (Hicks quoted by Otokiti 2002).
Organization: for many writers in administration and management, organization
is an act of putting things in working order. Critically speaking however, the
term organization is used in at last three (3) different senses:
Organization in
this regard connotes the following:
v
The act of designing the administration structure
v
Designing as well as building the administrative
structure
v
The resultant administrative structure itself
For Pfiffner and
Sherwood, organization is a pattern ways in which a large number of people, too
many to love intimate face to face contact with all others, and engaged in a
complexity of tasks, relate themselves to each other in the conscious,
systematic establishment and accomplishment of mutually agreed purposes.
Productivity: implies efficiency and effectiveness of an input geared towards
accomplishment of defined goals and objectives. Seen in terms at the degree of
output derived from the utilization of man, money and material, and also time
in an organization.
Promotion: it
implies elevation from a job or position to more important position in an
organization or company. In other words, it implies an advancement of an
employee to a better and higher job position in organization. An employee can
be said to have been promoted when he is put on a job position which involves
higher responsibility, commands more prestige and a higher status. So promotion
means filling up vacancies which occur in any organization from time to time.
Administration: according to Luther Gullick, it has to do with getting
things done; with the accomplishment of defined objectives. Administration is
sees as management of affairs, especially “public affairs”. The emphasis on
public affairs here is largely because administration is often equated with the
act of governing.
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