ABSTRACT
This
study is basically on the “impact of performance appraisal outcome on employee’s
productivity”. The research was conducted at Nigeria brewery plc, as the case
study in order to ensure high productivity of product in an organization. It so
examine the motivation, promotion, training, placement and job satisfaction
within the employee’s so as appraise the job performance in an organization.
The data gathered was analysed with the use of
Statistical Package for Social Sciences (SPSS). The techniques used Chi-Square
analysis and Percentage distribution.
The
study was limited by time coupled with cost involved in conducting survey and
getting the project work done.
The
findings of the study revealed that objective and well planned high performance
of employees productivity, regular training and retraining should be organized
for those involved in appraisal programme.
TABLE OF CONTENTS
CHARPTER
ONE: INTRODUCTION
1.0 Background of the Study
1.1 Statement of the Problem
1.2 Objectives of the Study
1.3 Research Questions
1.4 Research Hypothesis
1.5 Significance of the Study
1.6 Scope of the Study
1.7 Limitation of the Study
1.8 Definition of Terms
CHARPTER
TWO: LITERATURE REVIEW
2.0 Literature Review
2.1 Historical Background of the Case Study & Organization Chart
CHARPTER
THREE: RESEARCH METHODOLOGY
3.0 Introduction
3.1 Research Design
3.2 Study Population
3.3 Sample Size & Sample Techniques
3.4 Nature of Data Collection
3.5 Restatement of research Questions
3.6 Restatement of Research Hypotheses
3.7 Instrument of Analysis
3.8 Method of Data Analysis
CHARPTER
FOUR: DATA PRESENTATION AND ANALYSIS
4.0 Data Presentation & Analysis
4.1 Analysis of Questionnaire
4.2 Testing of Hypotheses
CHARPTER
FIVE: SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of Findings
5.2 Conclusion
5.3 Recommendation
5.4 Suggestions for Further Study
References
Appendix I : Questionnaire Cover Letter
Appendix I : Questionnaire
CHAPTER ONE
INTRODUCTION
1.0 BACKGROUND
OF THE STUDY
Management
writers have written on the outcome of employee performance and its usefulness
to business organization and so performance appraisal as an important personnel
management function.
Personnel
management is concerned with the systematic requirement of a competent working
force whose human resources are effectively used through the control of
occupational environment in a manner that develop employee's potential and
enable them to contribute their services to the organization of which thy are
integral part.
Thus,
it is necessary that the performance of the employees are monitored, evaluated
and control within the organization so that they can contribute their best to
the attainment of the organization objectives as well as developing themselves.
Performance
appraisal is defined as the process of reviewing individual's performance and
progress in a job assessing his potential for future promotion. It is a
systematic method of obtaining, analyzing and recording information about a
person that is needed for the followings:
1.
For better running of the business.
2: To help the manager improve the jobholder's
performance and plan his career.
3. To assist the jobholders to evaluate his
own performance and develop himself.
The
usefulness of performance appraisal outcome includes promotion of employees,
transfer, demotion and placement of employee on the job in which they are best
suited. They study, as a whole tends to link employee development to their
performance and establish the fact that there is a correlation between the two.
1:1 STATEMENT
OF THE PROBLEM
There
has constantly been the issue of the relationship between performance and
appraising such performance objectively. Some employees have seen appraisal as
just a mere routine practice that has no relevance to their promotion,
placement jobs and planning for their training needs thus having little impact
on their development process.
A
central problem of appraisal is subjectively on the part of those that conduct
the appraisal. Other problems that the study will provide ways of solving them
are: -
1. Errors of appraisal: - type and means of
solving them to make appraisal programme valid.
2. In appropriate use of appraisal methods.
3. Perhaps the most glaring of all the
problems is the failure of organization to use appraisal result as a basis for
employee promotion, training and placement. When this occur. It could be seen
that the whole appraisal programme is a waste of effort and to make it
meaningful and worth while the study will highlight the benefits of the use of
appraisal system and it will also attempt to identify the way operational
problem with a view to providing appropriate solutions.
1.2
OBJECTIVES
OF THE STUDY
Essentially,
the study has its central aim of examining the level of performance appraisal
in Nigeria
business organization and its contribution to the employee development. Other
objectives of the study are: -
1. To examine the performance appraisal
programme of the organization
2. To examine the extent at which the
appraisal result will meet the aspiration of the organization
3. To make necessary recommendations based on
the findings and these will serve as a guide to the business organization.
1.3 RESEARCH
QUESTIONS
As
pointed above, the objectives of this study is to find out the relevance of
performance appraised to employee's productivity. In doing this, the questions
to be asked are
l. Of what uses is performance appraisal
outcome to the organization.
2. Does employees actually need performance
appraised?
3. Do the organization use the result of the
appraisal programme for the development of the employee by using it to plan for
their training, placement of the job and promoting then
4. Does your management believe in
performance appraisal system?
1.4 RESEARCH
HYPOTHESES
HYPOTHESES I
The
following hypotheses are formulated.
Ho: There is no significant relationship between performance appraisal
outcome and employee's productivity.
Hi: There is significant relationship between performance appraisal
outcome and employee's productivity.
HYPOTHESIS II
Ho: There is no significant relationship between performance appraisal
outcome attainment of corporate goal.
Hi: There is significant relationship between performance appraisal
outcome attainment of corporate goal.
HYPOTHESIS III
Ho: There is no significant relationship between' performance
appraisal outcome and enhancement of productivity of the employees in an
organization
Hi: There is significant relationship between performance appraisal
outcome and the enhancement of productivity of the employee in an organization.
1.5 SIGNIFICANCE
OF THE STUDY
The
significance of the study will -be in two folds: Firstly, the study will
provide a good base for general knowledge of the concept, as past work on the
subject matter will be reviled. More also, it will be useful empirically
practical use of performance appraisal in business organization. All problems
associate with the use of the programmed will be ex-rayed and necessary
solution provided.
Lastly,
the study will be useful to the organization in that the recommendation from
the finding of this research can be use as a means of improving the efficiency
of employees in the organization. And lastly, the findings can be used in
designing and effective appraisal system.
1.6 SCOPE
OF THE STUDY
The
scope of this research is to examine the impact of performance appraisal
outcome on employee's productivity. The management and employees of Nigeria brewery
will be used to carry out these researchers.
1.7 LIMITATIONS OF THE STUDY
Also,
this research faces a lot of problems among this are the problem of time factor
which is grossly, money to execute this research work on the schedule problem
of getting necessary on for the respondents and above all, the un co-operative
attitude of the workers of the brewery in attending to my request.
1.8 DEF1NITION
OF TERMS
Some
of the terms used in this study are defined as follows:
APPRAISAL: It is the evaluation of an
individual with respect to his performance on his job.
PERFORMANANCE
It
is defined from two perspectives:
- It is the result` that people get on the
job.
- It is whatever they do that affect the
results.
PRODUCTIVITY: Refer
to being productive or production of goods, it is also regarded as an output.
EMPLOYEE:
Workers in an organization who performed functions as given or directed.
DEVELOPMENT: It
aims at adding to the skills of employees, improving their general knowledge
and altering their attitudes.
DEMOTION: A shift to a lower position in the hierarchy.
PLACEMENT:
Assigning employees to their different jobs that they are best suited.
PROMOTION: A
shift to higher position in the hierarchy, usually with added salary, statues
and authority.
RECRUITMENT: This
is the process of attracting or hiring candidates among the qualified ones.
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