A SURVEY OF EMPLOYEE PERFORMANCE APPRAISAL AND ITS EFFECTS ON ORGANIZATIONAL PRODUCTIVITY
- Project Research
- 1-5 Chapters
- Quantitative
- Chi-Square
- Abstract : Available
- Table of Content: Available
- Reference Style: APA
- Recommended for : Student Researchers
- NGN 3000
BACKGROUND OF THE STUDY
The function of performance appraisal is a strategic aspect in any review of the conditions required for an organization's growth and survival. It is considered that both the person and the organization require knowledge of how successfully actual performance contributes to the achievement of job goals, staffing plans, and, eventually, the company's overarching strategic plan. Furthermore, the individual employee requires input on his or her personal objective growth as well as feedback on management's expectations (Nwachukwu, 1985).
A performance appraisal is a formal and systematic evaluation of an employee to evaluate how well he or she is executing his or her job. It is often made at regular periods such as quarterly, bi-annually, or even yearly. Every employee wishes for his immediate manager or, more specifically, his employer to evaluate his on-the-job performance and, if required, to provide instructions or advise for enhancing his efficiency.
These are the general goals of a good performance review system. In other words, "the essence of performance assessment," as Nwachukwu (1985) puts it, "is to provide information for the promotion, demotion, transfer, salary rise, training and development, and termination of an employee."
Second, it gives employees positive feedback on how they are performing in their tasks as seen by their bosses, resulting in higher productivity.
As a result, among other determinants of production, labour remains the most visible and valued asset in each business. This is why performance assessment is recognized as a technique for improving organizational activity.
1.2 STATEMENT OF THE PROBLEM
Since the study's goal is to investigate performance appraisal as a management tool for better productivity at Union Bank Nig Plc. It so seeks to identify several employee assessment approaches, some typical appraisal issues, and how good performance appraisal might promote productivity in Union Bank Nig Plc.
1.3 OBJECTIVES OF THE STUDY
The purpose of writing this project is to investigate into how performance appraisal can enhance increased productivity in Union Bank Nig Plc. The study will among other things try:
- To find out the various performance appraisal techniques used.
- To examine the implications of performance and productivity.
- To provide bases for reward employees in relations to their contribution to the organization.
- To identify some common appraisal problems of employees and how proper appraisal can enhance increased productivity.
- To make some used recommendations to management.
1.4 STATEMENT OF HYPOTHESIS
A hypothesis is a conjectural statement of relationship between two or more variables. They are always in declarative sentence form, and they relate either generally or specifically, variable or variables. They are particularly necessary in the studies of this nature where cause and effect relationships are to be discovered.
H1: Performance appraisal techniques provide formal management procedure used in the evaluation of work performance in the organization.
H0: Performance appraisal techniques do not provide formal management procedure used in the evaluation of work performance in the organization.
1.5 SIGNIFICANCE OF THE STUDY
The study is of vital importance to organization’s effectiveness, hence the result will be useful to the organization in developing effective and efficient performance appraisal plans and programmes to aid the organization in its goals attainment.
The importance of this study therefore is to research into those benefits that performance appraisal could bring to the organization, employer and the employees alike.
The study could also be valuable as source of reference to students of management studies who mighty carry out similar or further research in this area.
The study will help the researcher to fulfill the requirement for the award of HND in management studies.
1.6 SCOPE OF THE STUDY
The study would squarely concentrate in analyzing performance appraisal techniques in Union Bank Nig Plc. The researcher has related the study only to the areas that are related to the topic such areas are: performance appraisal, techniques for performance appraisal.
1.7 LIMITATION OF THE STUDY
In a developing country like Nigeria, students are normally faced with grave shortage of relevant facts necessary for their research work and mine is not an exception.
However, confidence and ability are best assets every human being must possess. The following are some of the constraints encountered during this project work.
Insufficient Textbooks and High Price Tags: In Nigeria nowadays, in purchase good and comprehensive textbooks for reading to further research on a typical issues. It will cost an average of three thousand naira and an average student cannot lay their hand on it as a result of the economic situation.
Time Factor: In this part of the country and due to classroom lecturers, it often hinders someone to concentrate more one it project writing because part of the time are used in classrooms and to further participate in classroom group discussion and assignments.
Finance: This project work involves huge financial expenses such as photocopy, typing and movement from one point to another to gather information. The financial problems not only hindered movement but also discourse ones enthusiasm in learning.
Personal Limitations: Personal time available for recreation resting and washing are partly engulfed by this study in attempt to beat the expiration time for submission.
1.8 HISTORICAL BACKGROUND OF THE CASE STUDY
Union Bank is one of the five leading banks in Nigeria, ranking with the First Bank Plc, UBA Plc, Zenith Bank and Guaranty Trust Bank before and after recapitalization of banking industry. Union bank plc is a commercial bank that has been existing from 1917 as the then Barclays bank DCO, New Union Bank of Nigeria Plc came into the country. Barclays bank is a subsidiary of Barclays International was incorporated in Nigeria when the banking decree of 1969 was promulgated. It changed its name to Union Bank of Nigeria Limited in March 1972, when the indigenization decree came into existence.
The federal government held 52% of the banks share 40% for the Barclays international which sold 30% of its share to Nigerian in 1979, ten years later they sold the remaining 20% to Nigerian making it a wholly indigenes bank.
When the banking reforms introduced by Central Bank Governor Prof. Charles Soludo, that all banks operating in Nigeria to shore up their shareholders funds by sum 1150 percent from N2 billion to N25 billion (equivalent of 192 million dollars) before December 2005, the Union bank go into merger and acquisition with the following banks for consolidation. The bank merged and acquired Broad Bank Plc, where the capital base rose over N25 billion.
The staff strength of the bank is about 1000 people of various professional backgrounds well trained and carefully selected to attend to customers need with the highest standard of personal attention, confidentially and competence.
Union Bank is active in all Commercial Corporation and investment banking as well as international transaction. The bank operations are varied with specialized products for different aspects of banking. The bank also involve within the same industry. The stock in which the bank trade in is banking services and currency as its major raw materials.
The bank has a tradition for responsive and quick decision making her service delivery is backed with the latest technology including computer system and software are constantly updated to ensure that all transactions are handled with speed and efficiency.
The corporate vision of Union Bank Nigeria Plc is to be the most strong and reliable bank and most profitable banking the commercial bank and most profitable bank in the commercial industry.
These dreams are already being unmanifested through volume of assets, merger and acquisition of various commercial banks that cannot meet the mandatory N25 billion capital base laid down by the Apex bank (CBN). Her impact on the economy and society in general employment roll have felt nationwide.
1.9 DEFINITION OF TERMS
Performance Appraisal: It is a process or series of formalized discussions with an employee about performance over a specified period of time.
Manager: A person with the task of planning, organizing, directing, coordinating and controlling organization’s resources to attain the objectives of the organization.
Productivity: It is the “quantity or volume of the product or service that an organization provides” (Decenzo and Robbins, 1989).
Effectiveness: This is concerned with the art of getting the right things done, in the right way, at the right time and for the right purpose.
Efficiency: It is concerned with achieving an objective or producing product at the least cost to enhance organization achieves the main objective.
Organization: An enterprise established by a person or group of individuals; government in order to provide goods and services for the satisfaction of human needs.
Management: This is the process of planning, organizing, directing and controlling both human and non-human resources effectively and efficiently towards the attainment of organizational goal.
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