ABSTRACT
The
study tends to examine The Impact of Employee Performance Appraisal on the
achievement of organizational goal using Zenith Bank PLC, Offa as case study.
The main objective of the study was to determine whether performance appraisal
has any impact on job performance of employees and the extent of such impacts.
In service industries e.g. Banks, the service is fast, more efficient, and
product are delivered on time leading to customer satisfaction and more profit
are achieved. The researcher adopted the primary method of data collection through
the use of structured questionnaire. Research show that performance
appraisal has positive impact on employees’ job performance.
TABLE OF CONTENTS
CHAPTER ONE
1.0 Introduction
1.1 Background of the study
1.2 Statement of the problem
1.3 Purpose of the study
1.4 Research question
1.5 Significance of the study
1.6 Scope of the study
1.7 Limitation of the study
1.8 Definition of terms
References
CHAPTER TWO
Literature Review
2.0 Introduction
2.1 Performance Appraisal as an evaluative tool
2.2 Performance Appraisal as a development tool
2.3 Graphic Rating Scale
References
CHAPTER THREE
Research Methodology
3.0 Introduction
3.1 Research design
3.2 Population
3.3 Sample and Sampling Technique
3.4 Instrument for data collection
3.5 Secondary Data
3.6 Validation of instrument
3.6 Method of data collection
1I
CHAPTER FOUR
Data presentation and Analysis
4.0 Introduction
4.1 Data presentation and
analysis
CHAPTER FIVE
Summary of Findings, Conclusion
and recommendations
5.0 Introduction
5.1 Summary of findings
5.2 Conclusion
5.3 Recommendations References
Appendix I
Appendix II
CHAPTER
ONE
INTRODUCTION
1.1 BACKGROUND OF PROBLEM
Every organisation
whether profit oriented or not, has a set objectives which all the employees
and the employer must strive to achieve to ensure the success and continuity of
the organisation. However, the effect of their individual efforts to this end
may not be equal and may be direct or not. But if any of them lies behind and
become ineffective the entire organisation will be severely affected (Armstrong, 2006).
This situation calls
for the need to have a set standard at each level of the Organizational
structure to check and appraise the performance of these employees by their
successive superiors. This objective standard will be in relation to the level
of the employees in the organisation structure as the expectation from each
employees depend o his position in the level of the organisation structure.
Taylor. (2000), urged
for the establishment of performance standard. This was aimed at determine the
employees productivity as their performance could be measured. According to
him, he that could perform up to the established standard will be given bonus.
On the other hand, employees that could not meet up the set standard will be
encouraged and subjected to training to improve and when they failed to
improve, he will be penalized by demotion or will be laid off (Barnett, 2005).
As stated earlier,
every organisation has an objective to achieve. This is made possible by the
collective effort of the entire employee in the organisation. But employees
will make little or not effort of all the employees in the organisation. But
employees will make little or not effort towards achieving that goal unless
every bit of their effort will be taken not of, and that they are praised and
regarded for their outstanding performance (Celestine, 2008).
It is through the
instrument of performance appraisal that these requirement of the employees
could be met they would do their best in expectation of a greater reward.
By defining,
performance appraisal in the analysis and evaluation of individual workers
performance and productivity based on the objectives set.
According to Willaim,
(1999) defines it as a personnel activity by means of which the enterprise
determines the extent to which the employee is performing the job effectively.
Appraisal system are ultimately system that have direct linkages with all forms
of organizational set up that aims at determining and improving the employees
effectiveness and rewards made accordingly. Failure to administered reward in
consistence with performance will undoubtedly cause some set back in an
organizational productivity.
This is the cause
when the most efficient employee is not rewarded accordingly. Many appraisal
systems have been criticized for not being suitably designed to yield the
positive result that could be a true guide for compensating the efficient
employees (Cole, 2006).
Maintenance is
another problem associated with performance appraisal. A good appraisal system
has to be maintained to yield the desired result. A person who desired a good
yield of plan does not only plan and forget the plan, he tends, feeds and
watches it grow and mature before harvest.
This is the same
thing with performance appraisal. When a system, is adopted in any
organisation, it has to be strictly adhered to or implemented to come out with
the true result from it. The exercise always starts from the lowest level of
organisation where the subordinates are evaluated by their immediate superiors.
The performance against each set objective should be assessed and perhaps
graded. Establishing an objective therefore is an element in carrying out the
appraisal exercise regardless or what method adopted the primary objective are
the same. It aims at developing the employees so that that the best could be
obtained from them for the benefit of the entire organization (Dakun, 2001).
1.2 STATEMENT OF THE PROBLEM
Performance appraisal
as generally believed is aimed at improving and developing the performance of
the employee who are appraised. This in turn is based on the presumption that
the effective employees are regarded after appraisal based on the result of the
appraisal.
This is done by
either promoting or increasing salaries. The effective employees also based on
the result are given appropriate training for their development and where they
failed they are penalized. All these when done judiciously and properly will go
a long way in motivating the employee to work harder and productivity
increased.
However, the problem
is that the possibility of properly and judiciously carrying out the appraisal
exercise is questionable. The truthfulness of most results of the performance
appraisal are highly doubted. Also the suitability of some appraisal methods
are objected by the employees. In fact, these problems have accumulated to
affect and influence the effect that the exercise would be having on the
employees. The employees rather that remains indifferent with disregard for the
result if the exercise due to their impression that essence has been defeated.
This stems from their suspicion of the evaluation of the employee being treated
with bias and subjective mind in the performance of their duty.
The Effect of
Performance appraisal on an organisation It improves competence and expertise
in the employees as each employee strives to improve on higher performance
through engaging in studies and practice of job assignments. It improves and
enhance company Organizational objective.
It enhance the
competitive position of the organisation as improvement in competence and
expertise leads to high quality of policy decision, operational effectiveness
and quality competitive products and service.
1.3 PURPOSE OF THE STUDY
This study aims at
achieving the following as its objective or purpose
(a) To identify the nature of appraisal adopted
by the organisation
(b) To identify some of the problem militating
against the positive effects of performance appraisal.
(c) To trace the cause of these problems with
a view of suggesting a workable solutions to ameliorate them.
(d)To
suggest remedies to the problem a model for
management use in
motivating the employees in business establishment.
1.4 SCOPE OF THE STUDY
In order not to make
the study unmanageable, the researcher tried to limit the scope of study to Zenith
Bank PLC, Offa.
1.5 LIMITATION OF STUDY
Certain factors have
tended to militate against the study and may have influence the result of the
study, which are worthy to be mentioned here.
They include shortness
of time for the completion which is one of the limiting factors. Limited
financial resources also constrained me to study with only one business
organisation in Offa area. Inadequate cooperation by some management personnel
in the organisation the researcher carried out his investigation. Also the
workers were afraid most of the time expresses their views on how their
performance appraisal should be improved to the researcher in order to keep
their employment.
1.6 DEFINITION OF TERMS
PERFORMANCE: This is the degree of
accomplishment of the task that makes up an individual job. It reflects how
well a person is fulfilling the requirement of a job.
APPRAISAL: Compliance tends to influence
behaviour under the condition of surveillance. Organisation have objective
stated that
they strive to achieve. This
objective makes management to systematically evaluate the sub unit of their
organisation.
PERFORMANCE
APPRAISAL: This process that involves determining and communication to the
employees how they are performing the job and ideally, establishing a plan for
improvement.
NEGATIVE
APPRAISAL:
Employees are negatively appraised when the result of their evaluation is not
favourable.