TABLE OF CONTENT
Title Page
Declaration i
Certification ii
Dedication iii
Acknowledgment iv
Abstract v
Table of
Content vi
CHAPTER ONE
1.0
Introduction 1
1.1 Background of the study 1
1.2 Statement of the study 1
1.3 Objective of the study 1
1.4 Significance of the study 2
1.5 Scope of the study 2
1.6 The limitation of the study 2
1.7 Research question 2
1.8 Research hypothesis 2
1.9 Organization chart and the history of the organization 3
1.10 Definition of terms 3
CHAPTER TWO
2.0
Review of relevant literature 4
2.1
Performance appraisal process 5
2.2
Method of performance appraisal technique 5
2.3 Errors in performance
appraisal 6
CHAPTER THREE
3.0
Research methodology 8
3.1
Research design 8
3.2
Research instrument 8
3.3
Source of data collection 8
3.4
Study sample 9
3.5
Study population 9
3.6
Study population 9
3.7
Station techniques 9
CHAPTER FOUR
4.0
Data presentation and analysis 11
4.1
Testing of hypothesis 16
4.2
Decision rule 17
CHAPTER FIVE
5.0
Summary, conclusion and recommendations 20
5.1 Summary 20
5.2 Conclusion 20
5.3 Recommendations 21
5.4 Suggestion for further
studies 21
Bibliography 22
Appendix 23
CHAPTER ONE
1.0 INTRODUCTION
Appraisal
technique is the evaluation of workers performance in an organization to the
conformity of principles nut regulations laid down by the company, much of this
things shall be discuss later in this project work based all the research and
the information that where collected.
1.1 BACKGROUND OF THE STUDY
There
has been much emphasis on profit, productivity and provision of credit
facilities to the employer of labourer and employees themselves. In order to
achieve organizational stated goals and objectives performance appraisal system
has to be putten in place to enhance the organization to monitor and assess all
the factors of production such as Land, Capital, Labour and every other
informations.
1.2 STATEMENT OF THE STUDY
Performance
appraisal system, is a good method of evaluating employees in relation to the
overall organization performance in term of efficiency, effectiveness. And
increase in productivities. Performance appraisal system has a control device
that measures employees achievement, based on the standard and goals set that
is agreed upon by the employer and employees with the necessary things that
will enable the resources, that is in term of materials, tools, Equipment,
money that requires effective job performance. The failure on the part of the
management is the execution of the purpose or objectives of appraisal system,
Lack of training and development of job enrichment that is necessary to improve
the employee productivity.
1.3 OBJECTIVES OF THE STUDY
Part of
the objective of this project study is as follows:
-
To evaluate the employee’s worth and contributions to
the organization.
-
To examine whether or not performance appraisal serves
as a guide to job changes and decision making for staff promotion.
-
To examine the problem associated with performance
appraisal and to provide necessary solution to any problem.
-
To examine the relationship between performance
appraisal and employee productivity.
1.4 SIGNIFICANCE OF THE
STUDY
This
study is of great importance because it will help to understand the process and
technique of appraisal performance system. Findings of this study will also
improve the ability and potential of the workers in an organization it could
also add to any information needed by any other researcher that may want carry
out or gather information on related topics.
1.5 SCOPE OF THE STUDY
This
study is not intended to reviewed staff generally, but to examine the
performance appraisal as it enhance the productivity in the international
breweries Plc. The study will be conducted among international breweries staff
in Ilesa.
1.6 THE LIMITATION OF THE
STUDY
The
limitation of this study is associated with so many difficulties such as: Lack
of financial resources, Time factor, lack of relevant text book that is related
to the topic of this research, Lack of fact information and corporation of the
respondents of the company’s staffs.
1.7 RESEARCH QUESTION
The
various questions relating to this study are:
(A). Is
there any relationship between the employees and performance appraisal system.
(B). Has
appraising employees performance made any impact on employee’s morale.
(C). Does
the organization utilize these performance appraisal result to affect the
necessary changes.
(D). Are
appraisal results discussed or communicated with the employees by evaluating
their awareness.
1.8 RESEARCH HYPOTHESIS
For
this project this project work, the following hypothesis have been postulated
and will be tested to ascertain their validity.
Ho: There
is no significant relationship between staff performance appraisal exercise on
employees motivation toward increase productivity.
Hi: There
is significant relationship between staff performance appraisal exercise on
employees motivation toward increase productivity.
Ho: There
is no significant relationship between staff performance appraisal exercise and
employee efficiency.
Hi: There
is significant relationship between performance appraisal system and employee
promotion.
1.9 ORGANIZATION CHART AND
THE HISTORY OF THE ORGANIZATION
This
project work gives an insight units onto the impact of the performance
appraisal outcome on employee productivity, in the light of this, the project,
it is divided into five chapters that deals with the introduction, statement of
the hypothesis, objectives of the study, significance of study, scope of the
study organization of the study and definition of terms.
DEFINITION OF TERMS
EVALUATION: - This is the measurable performance of managers,
employees that has either worked beyond the expected or below the set standard
of the management or organization.
APPRAISAL: - Performance appraisal are completed by the supervision
to score and to rate how well an employee performed throughout a designated
review period.
RATING: - This is the ranking that is carried by the management
based on a comparative assessment quality and performance standard.
PAIRED COMPARISON: - This is the comparing of employee in each
pairing An employee formal work is determined by number of tune he/she was
choosen over the other employee being considered.
ERROR: - This is the state or condition of being wrong in conduct
or judgment.
HALLO EFFECT: - The hallo effect is a cognitive bias that involve
one tract that is influencing the judgment of another.
JOB ANALYSIS: - This is the prescription of the work an employee is
required to perform within a stipulated period of time.
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