ABSTRACT
This
is a project that has been undertaken by the writer in partial fulfillment of
the academic requirements for the
award of Masters of Public Administration MPA.
It
has been presented with due regard to the present as well as the future need of
business in working practice.
The
topic related to staff appraisal and productivity.
The
project work is pragmatic information gleaned from Animal Care Services Konsult
(Nig.) Ltd. The company is a model in
the Nigerian Agricultural Industry through questionnaire
only.
A
copy of the questionnaire
is included at the back of the write-up.
The
questionnaire is included at the back of the write-up.
The
questionnaire was however based upon a thorough conceptual knowledge of the
principles involved, which was acquired from various publications.
TABLE
OF CONTENTS
Chapter One: Introduction
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Objectives of the Study
1.4 Research Questions
1.5 Research Hypotheses
1.6 Significance of the Study
1.7 Delimitation of the Study
Chapter Two
2.0 Literature Review
2.1 Definition of Terms
2.2 Characteristics of a good target
2.3 The Context of Performance Appraisal
2.4 Contents of Appraisal
2.5 How to Make the Best Use of Performance
Appraisal Instrument
2.6 History of Animal Care Services Knonsult
(Nig.) Limited
Chapter Three
3.1 Research Design
3.2 Population and Sample
3.3 Instrumentation
3.4 Administration of Instrument
3.5 Procedure for Processing and Analyzing
Collecting Data
3.6 Limitation of the Study
Chapter Four:
4.1 Presentation and Discussion of Findings
4.2 Testing and Interpretation of Hypothesis
Chapter Five:
5.0 Summary of Findings, Conclusion and
Recommendations
5.1 Summary of Findings
5.2 Conclusion
5.3 Recommendation
TABLES
Table
I: Sex Distribution of the
respondents
Table
II: Age Distribution of the
respondents
Table
III: Marital Status of the
respondents
Table
IV: Qualification of the
respondents
Table
V: Working Experience of the
respondents
Table
VI: Present position of the
respondents in the company
Table
VII: How often does your company
embark on staff appraisal,
Table
VIII: Shows the present job condition
of the respondents
Table
IX: Shows factors that increase
performance level.
Table
X: Shows factors that decrease
performance level
Table
XI: Relationship between staff and
management
Table
XII Does your job description match
your knowledge and skill
Table
XIII: Is staff turnover high in your
company
Table
XIV: Poor human resources management.
Table
XV: Describe your present job
condition
Table
XVI: If given same job with Higher
pay in other organization
Will you go
Table
XVII: Staff administration style in the organization
Table
XVIII: Is there any relationship between administration style and
organizational growth
and development.
Table
XIX: Are you being adequately remunerated
Table
XX: Does communication flow enhance
morale and productivity
Table
XXI: Does training of workers have
anything to go with efficient
Production
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND
STUDY
Staff
appraisal is the process whereby current performance in a job is observed and
discussed for the purpose of adding to that level of performance. It involves
the collection of information from and about the staff of an organization for
decision making purposes.
Experienced
managers general1y agree that in the past there has been a lack of precision
about efforts to make the optimum use of staff and labour resources, compared
with the much more meticulous attention paid to material and financial resources
of an organization.
Clearly,
most firms are anxious to find good supervisors and managers and most of them
would acknowledge that it is more important to their own ranks rather than
being recruited from outside. Apart from general techniques and practices,
there is, too, the fundamental concern of personnel management for getting the
best out of each individual working in an organization.
The
formal observation of an individual's performance at work by an appointed
member of an organization and the communication of this observation to the
individual for the purpose of improving his or her performance probably began
in Scotland in the early 1800s.
Robert
Owen hung over employees' machines in his New Lanark textiles mills, a
multicoloured block of wood, the front colour of which indicated the
superintendent's assessment of the previous day's conduct, from white for
excellence through yellow, blue and then black for bad. As Cole (1925) reports,
Owen believed that letting employees know what was thought of them through his
'silent monitors', would have the effect of recognizing the worthy, and encouraging
the less good to improve.
1.2 STATEMENT
OF THE PROBLEM
Many
people wonder whether staff appraisal gives true picture of employees' performance
and whether it helps to improve the staff productivity.
1.3 OBJECTIVES
OF THE STUDY
At
the end of this study:
i. It would be discovered whether
or not Staff appraisal would increase employee's productivity in Animal Care
Services Konsult (Nig.) Ltd.
ii. The impact of Staff
appraisal on staff performance in Animal Care Services Konsult (Nig.) Ltd.
iii. The extent at which Staff
appraisal has contributed to productivity in Animal Care Services Konsult
(Nig.) Ltd. would also be established.
iv. It would be discovered
whether there is significant relationship between staff and top management in
Animal Care Services Konsult (Nig.) Ltd.
v. It
would be discovered whether communication flow would enhance morale and
productivity in Animal Care Services Konsult (Nig.) Ltd.
1.4 RESEARCH
QUESTIONS
The
relevant questions that this study seeks to find answers to include
i. What
contribution has staff appraisal made on the performance of the employees
productivity in Animal Care Services Konsult Nig.
Ltd?
ii. Has staff appraisal helped
the company to appropriately remunerate the employees?
iii. What
contributions has staff appraisal made towards productivity in Animal Care Services Konsult Nig. Ltd.?
iv. Is there any relationship between staff
appraisal and staff promotions?
1.5 RESEARCH
HYPOTHESIS
The
following research hypotheses were tested:
Hypothesis 1
Ho: Staff appraisal would not have significant
contribution on staff productivity in Animal Care Services Konsult (Nig.) Ltd.
Hi: Staff appraisal will have
significant contribution towards staff productivity in Animal Care Services
Konsult (Nig.) Ltd.
Hypothesis 2
Ho: There is no relationship between performance and
staff productivity in Animal Care Services Konsult (Nig.) Ltd.
Hi:
There is a relationship between
performance and staff productivity in Animal Care Services Konsult (Nig) Ltd.
Hypothesis 3
Ho: There would be no significant relationship
between Staff and top management in
Animal Care Services Konsult (Nig.) Ltd.
Hi: There would
be significant relationship between Staff and top management ir. Animal Care
Services Konsult (Nig.) Ltd.
Hypothesis 4
Ho: Communication flow would
not enhance morale and productivity Animal
Care Services Konsult Nigeria Ltd.
Hi:
Communication flow would enhance
morale and productivity in Animal Care Services Konsult Nigeria Ltd.
1.6 SIGNIFICANCE OF STUDY
The
study shows the importance of staff appraisal. That appraising subordinates is
not an easy task, as it puts the supervisor in an unenviable position of
judging his subordinates. The need for every manager to acquire the necessary
skills for performance appraisal.
1.7 DELIMITATION OF THE STUDY
The
scope o. the study entails:
- Only one company - Animal Care Services
Konsult (Nig.) Ltd.
- Only two
States in Southwest Nigeria (Ogun & Lagos)
are considered.
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