CHAPTER ONE
1.0 THE INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The origin of performance appraisal could be traced to the Armed Forces since world war. It and I gained more importance after the World War II, which was then tailored only toward salary and promotion, which is based more on personality traits other than the results, which the individual produces for the organization.
Since industry or organization has now grown into more complex entity there is need to relate performance appraisal to productivity usher in behaviourally anchored rating scales to be used to appraise employees such as co-operative initiative and reliability, but due to subjective descriptive approach of this method, its functionality does conform to the present day needs of most organizations.
It is no longer a gain saying that any business organization, be it small scale, or public corporation needs an annual performance appraisal in order to determine the input and efficiency of the workers and use the result for both developmental and administrative purposes. Appraisal it is concerned with the assessment of the value of activity and nature of the personnel thereof, performance appraisal would a great extent help the form to determine the working capacity capability of the workers which in return have effect on productivity.
Recently, organization now adopts a new technique termed, “performance appraisal system” which is aimed at improving the ability of the subordinate and identifying obstacles that distort productivity.
Before decision can be made within an organization concerning the efficiency of the personnel and how to enhance a better job performance there must be performance appraisal, which would seek to evaluate the workers; workers generally have a need to know how well they are performing in relation to what was expected of them. Performance provides both the information mechanics for letting people know how well they are doing and what this means to their future productivity.