Effects of Employee Performance on Productivity in the Public Enterprises : Current School News

The Effects of Employee Performance Appraisal on Productivity in the Public Enterprises in Nigeria

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The Effects of Employee Performance Appraisal on Productivity in the Public Enterprises in Nigeria.

ABSTRACT  

In this work, the researcher is set out to investigate the “Effects of Employee Performance Appraisal in Public Enterprises in Nigeria – A case study of PHCN Abakaliki Business Unit” The objectives of the study include:  

  • To find out if performance appraisal is in use in public enterprises in Nigeria and the relevance attached to it  
  • To determine the effects of performance evaluation in the public enterprise.  
  • To determine the extent to which performance appraisal can be used to improve employee performance hence productivity.  
  • Finally to make recommendation based on the findings.  
  • Various literatures were reviewed to bring home the focal points of this work.  

Random Sampling Technique was used in collecting data. The researcher also used Interview and Questionnaire Methods.

TABLE OF CONTENT

Title Page – – – – – – – – i.
Certification – – – – – – – – ii.
Dedication – – – – – – – – iii.
Acknowledgement – – – – – – – iv.
Abstract – – – – – – – – v.
Table of Content – – – – – – – vi.
List of Tables – – – – – – – – ix.

CHAPTER ONE: INTRODUCTION
1.1 Background of the Study – – – – – 1.
1.2 Statement of the Problem – – – – – 7.
1.3 Purpose/objective of the study – – – – 9.
1.4 Significance of the study – – – – – 10.
1.5 Research questions – – – – – – 10.
1.6 Scope/delimitation and limitation of the study – – 11.
1.7 Operational Definition of Terms – – – – 11.
Reference – – – – – – – 13.

CHAPTER TWO: LITERATURE REVIEW
2.1 Historical Background of the Study – – – – 14.
2.2 Concepts and Meaning of Performance Appraisal – – 18.
2.3 Performance Appraisal Defined – – – – 22.
2.3.1 Approaches to Performance Appraisal – – – 23.
2.4 Performance Appraisal Techniques – – – – 24.
2.4.1 The Process of Performance appraisal – – – 32.
2.5 Reasons for Employee Performance Appraisal in PHCN – 33.
2.6 Process of Performance Appraisal for Employees on
Grade Level 01 to 04 – – – – – – 34.
2.7 Process of Performance Appraisal for Employees on
Grade Level 05-09 – – – – – – 36.
2.8 Process of Performance Appraisal for Employees on
Grade Level 10 and above – – – – – 38.
2.9 The Use of Employee Performance Appraisal to improve
productivity in PHCN – – – – – – 39.
2.10 The relevance and importance of employee performance to
Productivity – – – – – – – 40.
2.11 What Appraisal Scheme should be used by an Enterprise like
PHCN – – – – – – – – 45.
2.12 What process should the appraisal take? – – – 47.
2.13 Who should be the Appraiser? – – – – 48.
2.14 What should be appraised in an Employee? – – – 52.
2.15 How often should Appraisals take place? – – – 53.
Reference – – – – – – – 54.

CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Introduction – – – – – – – 55.
3.2 Type of Research Design of Study – – – – 55.
3.3 Area of Study – – – – – – – 55.
3.4 Population of Study – – – – – – 56.
3.5 Sample and Sampling Technique – – – – 56.
3.6 Instrument for Data Collection – – – – 57.
3.7 Development and Validation of Instruments – – – 58.
3.8 Administration of Instrument – – – – – 59.
3.9 Method and Techniques of Data Analysis – – – 59.

CHAPTER FOUR: ANALYSIS AND PRESENTATION OF DATA
4.1 Introduction – – – – – – – 60.
4.2 Data Presentation – – – – – – 60.
4.3 Research Questions – – – – – – 73.
4.4 Summary of the Findings – – – – – 78.

CHAPTER FIVE: DISCUSSION, SUMMARY, CONCLUSION AND
RECOMMENDATION
5.1 Discussion of Findings – – – – – 80.
5.2 Implications of the Findings – – – – – 83.
5.3 Summary of the Procedure used – – – – 84.
5.4 Conclusion – – – – – – – 84.
5.5 Limitation of the Study – – – – – 85.
5.6 Recommendations – – – – – – 86.
5.7 Suggestions for further studies – – – – 90.
5.8 Bibliography – – – – – – – 91.

BACKGROUND OF THE STUDY  

The concept of employee Performance Appraisal also referred to as Performance Evaluation dates back to the formation of organization. To manage an organization effectively, there should exist a proper hierarchical structure to clarify organizational lines of responsibility. This structuring is necessary for the purposes of knowing:  

  1. Where to fit an employee;
  2. When his capabilities have out-lived such placements;
  3. When to train and develop new skills for other placements and move responsibility;
  4. What to pay the employee as salary etc. What then should be the criteria for determining this structure?

Different organizations have different criteria, one of which is the performance of an employee. If the performance of an employee is of such importance, then there must be a method(s) of measuring or evaluating performance. Such method(s) of measuring performance should be scientific and empirical so that attitudes of personalization, favouritism, tradition, tribalism, etc of superior peers and subordinates alike does not influence or affect it. 

BIBLIOGRAPHY

Aliyu, M B (1997); Introduction to Manpower Planning and Control Unpublished
Lecture notes, Department of Management Studies Akanu Ibiam Polytechnics,
Unwana.

Appleby, R C (1997); Modern Business Administration 3rd Ed Pitman Publishing Ltd,
128 Long Ace London.

Banner, D K and Graber, J M (1995); “Critical issues in Performance Journal of
Management Development Vol. 4, No. 1.

Derek, T Laura, H and Judith M (1995); (Management Studies 2) Employee
Resourcing, Institute of Personnel and Development, Short Run Press, Exeter
Great Britain.

Deris D L, et al (1990); Performance Appraisal on the line Greensboro, NC Centre for
creative leadership, Centre for Creative Leadership.

Dewis R V (1990); “Personal Assessment from the perspective of the theory of Work
adjustment” Public Personnel Management Vol. 9 No. 4.
FACTS about NEPA, Produced by Public Relations Division NEPA Headquarters,
Abuja.

Fisher M (1997) Performance Appraisals (Sunday Times Business Skills) Kogan Page
Limited 120 Pentonville Road, London.

Flanagan J C (1995); “The Critical Incident Technique” Psychological Bulletin Vol.
51 No. 4.

CSN Team.

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