TABLE OF CONTENTS
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND
TO THE STUDY
1.2
STATEMENT OF THE PROBLEM:
1.3
OBJECTIVE OF THE STUDY
1.4
RESEARCH QUESTIONS
1.5
STATEMENT OF THE HYPOTHESES
1.6
SIGNIFICANCE OF THE STUDY
1.6.1
PRACTICAL SIGNIFICANCE
1.6.2
THEORETICAL SIGNIFICANCE:
1.7
SCOPE OF THE STUDY
1.8
LIMITATION OF THE STUDY
1.9
DEFINITION OF TERMS.
REFERENCES
CHAPTER TWO
2.0
REVIEW OF RELATED LITERATURE
2.1
INTRODUCTION
2.2
CONCEPT OF PERFORMANCE APPRAISAL:
2.3 PRINCIPLE GUIDING PERFORMANCE
APPRAISAL
2.4
OBJECTIVE IF THE APPRAISAL
2.5
APPRAISAL PROCESS
2.6
WHAT DISTORT PERFORMANCE APPRAISAL
2.6.1
LENIENCY ERROR
2.6.2
HALO ERROR
2.6.3
SIMILARITY ERROR
2.7
LOW APPRAISAL MOTIVATION
2.8
ONGOING FEEDBACK
2.9
RESPONSIBILITY FOR STAFF PRODUCTIVITY
IN RELATION TP PERFORMANCE.
2.10
IMPLICATION OF PERFORMANCE APPRAISAL
AND PRODUCTIVITY IN MANAGEMENT.
2.11
METHODS OF APPRAISAL
2.11.1 . TRAIT CHECK LIST
2.11.2.
GRAPHIC RATING SCALE
2.11.3.
FORCED CHICE
2.11.4.
EASY APPRAISAL
CHAPTER THREE
3.0
RESEARCH METHODOLOGY
3.1 RESEARCH
DESIGN
3.2 SOURCES OF DATA;
3.3 INSTRUMENT
OF DATA COLLECTION
3.4 POPULATION
OF STUDY AND SAMPLE SIZE DETERMINATION.
3.5 SAMPLING
PROCEDURE/TECHNIQUE.
3.6 VALIDITY
AND RELIABILITY OF MEASURING INSTRUMENT.
3.7 METHOD
OF DATA/STATISTIC ANALYSIS.
CHAPTER FOUR
4.0
PRESENTATION AND INTERPRETATION OF DATA
4.1
PRESENTATION AND ANALYSIS OF DATA
4.2
HYPOTHESIS TESTING
4.3
DISCUSSION OF FINDING
CHAPTER FIVE
5.0 SUMMARY
OF FINDINGS, CONCLUSION AND RECOMMENDATION
5.1 SUMMARY
AND FINDINGS
5.2 CONCLUSION
5.3 RECOMMENDATIONS
BIBLIOGRAPHY
APPENDIX: QUESTIONNAIRE
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Performance appraisal is a
development process, since it seeks to identify the strength and weakness of
the employee as a guide to his/her further development.
It is usually made in prescribed
manners at specific intervals such as quarterly, biannually or assesses his on
the job performance, and were necessary give his guidelines and advice for
improving efficiency and effectiveness. An effective performance appraisal
review system services these general purposes, in other words, the essence of
performance appraisal is to give information for promotion purpose, pay
increase, training and development and
discharge of employee. Again, it provide employee with constructive
feedback on how they are performing their jobs as viewed
by their managers, thus, leading to released productivity. Fligo (1989-2004
identified the following three appraisal as follows.
2. A casual and unsystematic approach
3. The traditional and higher systematic
measurement of
a. employee characteristics.
b. Employee contribution. Both
Mutual goal setting through a
management by objective programme (MBO) that effective performance appraisal
system have the potential to provide opportunities for managers and employees
to communicate and agree upon what is expected of each and plan for performance
based on the overall objectives of the organizations. Legal implications often
dictate the need for job to be defined explicitly for objectives to be set and
agreed upon any managers and employees, and performance to be based on critical
that include more than just judgment of the managers to be able to individual
as a possible.
1.2 STATEMENT OF THE PROBLEM
The primary aim of every
establishment including ABC transport is the maximization of profit, which
could easily be attained through staff productivity. ABC transport management
does not have adequate appraisal system which leads to promotion, pay increase,
training and development. This affect employee’s performance adversely leading
to low morale and low productivity. Therefore, the above has necessitated the
work.
1.3 OBJECTIVE OF THE STUDY
The main objective of this research
is to examine the major impact of performance appraisal on staff productions.
this study will among other things:
· Identify the various performance
appraisal techniques used by the management of ABC transport in relation to
productivity.
· Identify some common performance
appraisal problems of the employees and how it could be solved.
· Evaluate it performance appraisal
leads to training and promotion.
1.4 Research Questions
The following research questions will
help in achieving the objective of the study.
a. What is the relationship between
performance appraisal and Employees
productivity?
b. What are the techniques in ensuring
increased productivity.
c. What are the problems of performance
appraisal?
1.5 STATEMENT OF THE HYPOTHESES
The following hypothesis will form
the basis for the study:
5.0
HO:
There is no significant relationship between performance appraisal and the
staff productivity.
HI: there
is significant relationship between performance appraisal and the staff
productivity.
6.0
HO:
some performance appraisal does not affect employee
Moral.
HI:
some performance appraisal affects employee morale.
1.6 SIGNIFICANCE OF THE STUDY
The significance of this research
will be in two fold. The practical significance and the theoretical
significance.
1.6.1 PRACTICAL SIGNIFICANCE
It is the believe of the researcher that at the end of this study, by
discovering the technique which could be used to appraise staff and encourage
them towards achievement.
1.6.2 THEORETICAL SIGNIFICANCE:
However, the product of this study
stands as a reference source or guide to scholars and future researchers who
may be interested in performance appraisal as a subject of interest to enhance
the productivity test.
Above all, the study would be as well
improve the researcher’s knowledge about enhancing the productivity of staff
through adequate appraisal techniques as this would give her
avenue to contribute to the problem understudy.
1.7 SCOPE OF THE STUDY
This research work is only limited to
ABC transport. This limitation is to enable the researcher deal with manageable
respondents.
1.8 LIMITATION OF THE STUDY
In an attempt to carryout a
meaningful research, certain factors seems to affect the researcher’s efforts
and among the factor are:
2. Time constraints: this time given for
this research work is too short to generate enough data that would help on
testing the hypothesis.
3. Lack of funds: these factors really
affected the research work process as I couldn’t travel to other organizations
to discover similar experiences and draw a conclusive analysis.
1.9 DEFINITION OF TERMS.
Performance Appraisal: it can been as a systematic evaluation of an individual with
respect to his performance on the bob and his potentials for development.
Managers: a
person who undertake the activities of planning, organization, direction and
controlling materials, machine and money in such a manner that leads to
effective and efficient achievement of organization goals.
Productivity:
productivity is the quality or volume of product or services an organization
provides.
Effectiveness:
this is concerned with the degree to which actual output of system corresponded
to its desire output in ensuring on getting the right things one in the right
way for the purpose.
Efficiency: this
is the ratio of actual output to input.
plan: this is described as any detailed set
of actions formulated in advance on how to achieve organizational goals.
Management by objective: this is the process whereby superior manager and subordinate
managers of an organization jointly identify its common goals, define such individuals
major or responsibility in terms of the results expected of him and use these
measures as a guide for operating the unit and assessing the contributions of
each of its member.
Staff: this is
the group of workers who carry on a job of an organization.
Training: this is an organized procedure by which people
gain knowledge and/or skills for doing a particular job.
Development: this
is the process were a person actually makes. It may include conceptual or
intellectual growth with practical performance.
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