(A CASE STUDY OF FIRST BANK NIGERIA PLC AND ALCON ALUMINUM) PORT HARCOURT
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ABSTRACT
The study, investigated the impact on job performance, to ascertaining workers perception and their effects on job as well. In consideration of this, a comparative analysis was conducted based on the data received from First Bank Plc and Alcon Aluminum Company respectively to various aspects of performance evaluation when the criteria and feedback were adequately received that when the results and criteria were not known, workers perceived that a known standard of judgment helps in identifying and improving performance. Based in the findings of the study, recommendations were made with regards to the motivating effects of the open system on employees and the use of management by objective (M.B.O) as an appraisal technique. Three hundred and twenty (320) questionnaires were distributed and two hundred and eighty (280) were retrieved, representing 87% of the total distributed questionnaires. Chi-square (X2) was used as a non-parametric instrument of testing the hypothesis formulated.
TABLE OF CONTENT
TITLE PAGE i
CERTIFICATION iii
DEDICATION iv
ACKNOWLEDGEMENTS v
ABSTRACT vi
TABLE OF CONTENT vii
CHAPTER ONE 1
1.0 INTRODUCTION (BACKGROUND OF THE STUDY) 1
1.1 STATEMENT OF THE PROBLEM 2
1.2 OBJECTIVES OF THE STUDY 4
1.3 RESEARCH QUESTIONS 5
1.4 SIGNIFICANCE OF THE STUDY 5
1.5 SCOPE OF THE STUDY 6
1.6 LIMITATION OF THE STUDY 7
1.7 DEFINITION OF TERMS 9
CHAPTER TWO 10
2.0 LITERATURE REVIEW 10
2.1 MEANING AND DEFINITION OF PERFOMAANCE APPRAISAL 11
2.3 OBJECTIVES OF PERFORMANCE APPRAISAL 20
2.4 THE PRINCIPLES OF PERFORMANCE APPRAISAL 22
2.5 APPRAISAL PROCESSES 22
2.6 PERFORMACNE RATING 24
2.7 EVALUATION FOR EMPLOYEE PERFORMANCE 26
2.8 PERFORMANCE APPRAISAL METHODS 27
2.9 SUMMARY 29
CHAPTER THREE 30
RESEARCH METHODOLOGY 30
3.0 INTRODUCTION 30
3.1 RESEARCH DESIGN 32
3.2 SAMPLE DESIGN 32
3.3 POPULATION 33
3.4 SAMPLE SIZE 35
3.5 METHOD OF DATA COLLECTION 35
3.6 METHOD OF DATA ANALYSIS 38
CHAPTER FOUR 39
PRESENTATION AND ANALYSIS OF DATA 39
4.0 INTRODUCTION 39
4.2 DATA ANALYSIS 49
4.2 DATA ANALYSIS 51
CHAPTER FIVE 56
SUMMARY, CONCLUSION AND RECOMMENDATION 56
5.1 SUMMARY 56
5.2 CONCLUSION 57
5.3 RECOMMENDATIONS 59
REFERENCES 62
APPENDIX I 65
APPENDIX II 66
CHAPTER ONE
INTRODUCTION
1.1 (BACKGROUND OF THE STUDY)
Any organization that seeks a proper operation of its activities will observe that employee’s effectiveness and development will be very slow if they are not systematically appraised and also be fed with information concerning the quality of their performance.
Employee’s performance appraisal commands much popularity among Nigeria organization today. Many managers and supervisors have realized that it is so sensitive that it can lead to employee dissatisfaction and demoralization, which can result in organizational failure if not carefully handled. While on the other hand, it is likely to boast employee morale and bring about increase in productivity thereby resulting organizational success.
Systematic performance appraisal has been adopted by many organizations as a means of helping supervisors to evaluate the work of each employee. The appraisals have been used most frequently as a base for selecting staff for promotions to higher positions and for making merit in hourly rates or salaries. They are also useful as a check on the success of recruitment selection placement and training procedures. In a particular performance appraisal of probating employee’s, it can help to determine whether they should be returned at the end of their period of probation.
Formal appraisal plans have been developed to reduce the element of favoritism and snoopy judgment in personnel decisions. But if it pad on pooled judgment periodically rendered by supervisors when each employee is compared with other employees in the same work of group of rated against specified standard of performance the results are certainly better than the individual judgment and hasty opinions that might otherwise be used.
1.2 STATEMENT OF THE PROBLEM
The importance of employee appraisal on job performance cannot be over emphasized. Even in everyday life, people are always in the habit of appraisal other people.
The main objective calves of the research identify constraints, self backs end problems involved in employees appraisals on job performance for not achieving it’s pre-determined goals for this to be carried out effectively and efficient the researcher would examine critically the problems of employees with the view that the job is not their father’s job and how this have been a contributory factor for low productivities.
Also, the problem here is to find out the underlying ideas, concepts and phenomenon that are unfavourable and inadequate employee appraisal on job performance is a barner towards achieving pre-determined results.
The research also focuses on the problem whether there exist a cordial relationship between a superior officer and his subordinates.
To counter against such backgrounds therefore a study of this nature is to make known the importance of the practice our organization so as to be able to improve their productivity towards achieving their pre-determined results.
1.3 OBJECTIVES OF THE STUDY
Every research must have some reasons for undertaking to study one subject or the other. Therefore, the following are the objectives which the researcher hopes to be achieved at the end of this study.
i. To ascertain the reason for employee appraisal on job performance.
ii. To help improve performance in the future.
iii. To examine the techniques used by supervisors or managers of the organization for appraising the performance of their staff.
iv. To study and understand the extent to which the information obtained from performance appraisal is useful as a basic for making; increases transfers and lay off.
v. To examine who is responsible for appraising who in the organization.
1.4 RESEARCH QUESTIONS
Having stated the research objectives, the following questions have been formulated and to help guide the researcher achieve the objective of this study.
i. To what extent has the reason for employee appraisal on job performance been ascertained.
ii. How effective are the techniques used by managers or supervisors of an organization for appraising the performance of their workers.
iii. To what extents can employees appraisal help in improving job performance in the organization.
iv. How useful is the information obtained from the basis for making increases, transfer and layoffs.
v. To what extents has the problems identified be diagnosed.
1.5 SIGNIFICANCE OF THE STUDY
The study of the impact of employee appraisal on job performance is very useful to a greater extent to both individuals and organizations on how to appraise their employees or workers to attain higher output or productivity. Performance appraisal plays a vital role in the management and stability of an organization. Its important therefore to undertake such study since it constitutes the main objectives, which serves as a tool for organization survival. The survival as of a business tests on the efficiency of implementing the employee appraisal on job performance.
Though this piece of study was written by the researcher and was based on both primary and consultation of secondary data, significance cannot be understated.
This study is therefore, useful to the researcher in particular to broaden his knowledge on the topic under study.
Finally, this research is equally significant because it will serve as a reference to student who may be interested in carrying out research on the impact of employees appraisals on job performance.
1.6 SCOPE OF THE STUDY
The study is mainly aimed at identifying employee’s appraisal on job performance. At that entailed in performance appraisal, it’s steps, processes, and problems that are involved and effects of performance appraisal on productivity are to be analyzed.
The studied institutions are selected organizations in Port Harcourt like First Bank PLC and Alcon Aluminum Company have been selected as the researcher’s survey units.
A study on how employees and appraisals are carried out by some departments, but mainly in the personnel department which is one of their main functions.
Since the research work encompasses the above mentioned organization, it is designed to access how the need for employee’s appraisal on job performance actually improves their productivity.
1.7 LIMITATION OF THE STUDY
In carrying out this study, so many problems were associated with, because a study of this sort was of very paramount importance due to it’s comprehensive and detailed magnitude which were range of samplings.
There was the problem of survey that limits experienced information availability as well as understanding shown in the study, since everyone from whom information could elite definitely not available.
Furthermore, track of time posed constraint to the scope of this work, this work being current issue was not supposed to humanly analyzed within three month as the case may be.
Again, it was certainly not easy for the researcher to get certain vital information from the organizations under study, as they were termed “confidential” most of the workers too declined accepting questionnaire.
Finally, In spite of these difficulties a justifiable and acceptable work has been done to this research work.
1.8 DEFINITION OF TERMS
Appraisal:A judgment or assessment of a the value of something especially a formal one.
Employee: A individual who provides labour to a company or another person.
Job: An economic role for which a person is paid.
Performance: Carrying into execution or action, to achieve or accomplish a purpose.
Impact: A force or energy of a collision of two objects.
Performance Appraisal: The process of assessing the performance of an employee in his job.
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