TABLE
OF CONTENTS.
CHAPTER 1
1.1 BACKGROUND OF THE STUDY
1.2 STATEMENT OF THE PROBLEMS
1.3 OBJECTIVE OF THE STUDY
1.4 RESEARCH QUESTION
1.5 SCOPE OF THE STUDY
1.6 SIGNIFICANCE OF THE STUDY
1.7 DEFINITION OF TERMS
CHAPTER 2
2.0 LITERATURE REVIEW
2.1 INTRODUCTION
2.2 THE MEANING OF PERFORMANCE
APPRAISAL
2.3 BASIC REQUIREMENT FOR PERFORMANCE
APPRAISAL
2.4 USES OF EMPLOYEES PERSONNEL
APPRAISAL
2.5 THE OBJECTIVE OF EMPLOYEES
PERFORMANCE
APPRAISAL IN MANAGEMENT
2.6 THE ROLE OF PERSONAL MANAGEMENT IN
AN
ORGANIZATION
2.7 STAFFING FUNCTION
2.8 MAINTENANCE FUNCTION
2.9 ORGANIZATION DEVELOPMENT FUNCTIONS
2.10 METHOD OF PERSONNEL PERFORMANCE
APPRAISAL
2.11 THE MERITS OF PERFORMANCE APPRAISAL
BASED
ON CORPORATE OBJECTIVE
2.12 KINDS OF APPRAISAL
CHAPTER THREE
RESEARCH METHODOLOGY
3.0 INTRODUCTION
3.1 RESEARCH DESIGN
3.2 AREA OF THE STUDY
3.3 THE POPULATION OF THE STUDY
3.4 SAMPLE/SAMPLING PROCEDURE
3.5 INSTRUMENT FOR DATA COLLECTION
3.6 VALIDATION OF INSTRUMENT
3.8 METHOD OF DATA ANALYSIS
CHAPTER 4
PRESENTATION
OF DATA ANALYSIS
CHAPTER 5
5.1 SUMMARY OF STUDY
5.2 CONCLUSION
5.3 RECOMMENDATION
5.4 LIMITATION OF THE STUDY
5.5 SUGGESTION FOR FURTHER STUDIES
REFERENCES
CHAPTER
1
1.1 BACKGROUND OF THE STUDY
A
natural consequence of the systematic view of organization is that it is made
up of subsystems or components which are interdependent and interrelated.
Any of
these components can derail or be operated in a way that is inconsistent with
requirement for efficient attainment of organizational goal. It becomes the
role of the manager, therefore to operate instrument of control to ensure that
there is integration of the component part for goals attainment.
Personnel
performance appraisal is one of these instruments of control.
The
human component serves as the head as it were which circulates and energizes
every subsystem of the organization as system.
The University
of Benin was found in 1970. It started as an institute of technology and was
accorded. The status of a full fledged university by National Universities
Commission (NUC) on 1st July, 1971. In his budget speech in April
1972, the then military governor of mid-western state, col S.O Ogbemudia. (then
also visitor to the university) formally announced the change of the name of
the institute of technology to the University of Benin, on 1st
April, 1975. The University at the request of the state government, was taken
over by the federal government and became a federal university at the onset,
the university was situated at Ekewan Road in 1972, a project to build a main
campus at Ugbowo and Ekosodim governance with Engineer Daniel Uheniwen as the
director. Today the main site campus, is at Ugbowo, but some courses are still
offered at Ekewen campus. Today, the university has continued to grow from
strength to strength with a number of faculties, department, institutes and
units.
Following NUC’s directives, the
university experimented with the collegiate system in 1971/72 and 1992/93.
However,
the light of new developments the university reverted to the faculty system
except for the Schools of Medicine, Dentistry, Basic Medical Science and
Institute of child health which reverted back to the collegiate system in
August, 1999 with a provost as its administrative head.
The
faculties as presently constituted are those of Agriculture, Arts Education,
Engineering, Law, Life Science, Pharmacy, Physical Science, Social Science and
college of medical science (which has three schools, Basic medicine and the
institute of child health). In January 2006, the federal government approved
the take off of the college of petroleum and gas engineering of the University
of Benin ate Effunin, near Warri in Delta state, with the initial population of
hundred (100) students in two department petroleum engineering and gas
engineering.
The
university offer course at various levels, post graduate undergraduate, diploma
and certificate. Presently, the total student enrolment stands at over 40,000
made of both full time and part time students share among the various
faculties. So personnel performance appraisal attempt to identify, record and
analyse the expectation of the organization. It is base on the assumption that
members of the organization respond differently and in varying degree to
stimuli to which they are exposed in their work.
1.2 STATEMENT OF THE PROBLEMS
The
problem of the study is whether personnel appraisal make the employee’s to put
in their best in order to increase production and good rendering of services in
an organization. In service sector for example rampart change of weak
performance in very high among workers and there are many factors that
contributed to this trend. Some of them are lack of information and skills for
proper appraisal of employees. This has caused harm to the growth and
development of management system in Nigeria.
Another
problem is that some managers or personnel to follow the due process or
procedure, when they are appraising the employees. They judge employees base on
their personnel perception, they have employee’s who have caused harm to the
organization.
This
project is also directed at providing solution to improve and encourage proper
personnel appraisal in management system in Nigeria, precisely university of
Benin, Benin City, Edo state.
1.3 OBJECTIVE OF THE STUDY
The primary objective of this study is
examinational cum determination of the effect of personnel appraisal in a
routinised management system in Nigeria particularly emphasis on university of
Benin, Edo state.
The
onus of this examination lies on the fact that personnel appraisal is very
useful in management system in Nigeria especially the above tertiary
institution mentioned for development planning as well as source of reference
for further ideological endeavour for today’s generation and our good children
yet unborn who might wish to narrow the spectrum of ignorance and widening that
of knowledge in this area of study.
These are some of the objectives:
1.
To identify
the relationship between personnel appraisal and employee’s performance.
2.
To examine
the usefulness of employee’s performance appraisal in an organization.
3.
to determine
if there is need adapting the use of management by objective (MBO) techniques in
employee’s performance appraisal.
4.
To examine
the role of personnel management in achieving organizational goal by utilizing
employee’s performance appraisal.
1.4 RESEARCH QUESTION
The following research question where develop by
the researcher.
1.
Is there any
relationship between personnel appraisal and employee’s performance?
2.
What are the
usefulness of employee’s performance appraisal in an organization?
3.
Is there any
need of adapting management by objective (MBO) techniques in appraising
employee’s performance?
4.
Does personnel
management effectively utilizes employee’s performance in achieving
organizational?
1.5 SCOPE OF THE STUDY
The research work is delimited in scope to include
only the selected institution, university of Benin, Benin City, Edo state.
Nigeria respectively, which the study intended to cover the personnel appraisal
in routinized management system, in the university of Benin, Benin city, Edo
state.
1.6 SIGNIFICANCE OF THE STUDY
Considering the research topic which is personnel
appraisal in a routinized management system in Nigeria. The following groups of
people could derive great benefit from it. The management in all employment
cadre would be enlightened in the role expected on them in ensuring proper
personnel appraisal and achieving the organizational goal. Secondly, this could
expose the differences of practicing personnel appraisal to lecture in higher
institution of learning, with the hope or correcting potential practitioner in
the field before they go to the practice again. The outcome of the research
would spurs organization with our proper appraises of performance in management
to make adjustment.
Finally
would benefit future researcher on some topic as the material would be great
source of better guide to them. It will also be great benefit to an
organization to know the usefulness and
functions of personnel management department in an organization.
1.7 DEFINITION OF TERMS
The terms use in this study which have special
meaning that are likely to be subject to different interpretation by various
readers of this work are under defines as follows:
1.
Personnel appraisal: This is programme, systematically adapted to
identify record and analyse the performance of an individual on the job for a
period of time usually one year.
2.
Performance appraisal: It is a process of establishing goal and appraisal
the work done towards those goals such as dependability and initiative that are
subjective in nature.
3.
Employee’s performance appraisal: This is the process of placing value on the
performance of people in the organization with a view to enhancing the
individual and organizational developmental.
4.
Job Evaluation: Is the process of determining without regard to personalities, the
worth of one job in relation to another in the organization.
5.
Training: This is seen as acquisition of skill, utility competitiveness related
as the profession less prone to redundancy and is versatile to job task.
6.
Motivation: This could be define as those factors that prompt employee to perform
optionally in their designated task.
7.
Job Description: Is a written statement of what the job holder actually does, the
specific activities involve and the type of tools machinery and supplies
needed.
8.
Job Design: Is a process that is concern with the contents functions and
relationship of job that are directed towards the accomplishment of organizational
purpose and certification of the personnel needs of the individual job holder.
Selogu (1980).
9.
Career Development: It is a process that help to provide job
information, help the organization to draw up channel of promotion, and provide
the employee with data concerning opportunities and requirement for career with
the organization.
10.
Job Rotation: Is the switching of people between jobs involving similar tasks and
boredom.
11.
routinised: Can be define as process of developing into a regular process by which
things are been done in an organization.
12.
Goal: Is an open ended statement of what one want to accomplish with no
qualification of what is to be achieved and no time criteria for
completion.
Login To Comment