EFFECT OF PERFORMANCE APPRAISAL ON EMPLOYEE PRODUCTIVITY (A STUDY OF POWER HOLDING COMPANY, ABA)

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  • Name: EFFECT OF PERFORMANCE APPRAISAL ON EMPLOYEE PRODUCTIVITY (A STUDY OF POWER HOLDING COMPANY, ABA)
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ABSTRACT

This research is on “Effect of Performance Appraisal on Employee Productivity” To recognition of roles evaluating the performance of subordinate in an organization have principally accounted for an employee productivity. However evaluating the performance of workers, are determined on how hardworking they are. In this vein employee when perform effectively and efficiently are evaluated, rated and consequently rewarded. This serve as a motivational force and a spur to greater performance. This explain, inspite of all performance appraisal programme on Power Holding Company of Nigeria there have been no significant improvement in the supply of electricity which has in recent time been characterized with constant irregular supply of electricity chapter one deals with the introduction, problem statement, objective of the study, significance of the study, research questions, scope and limitation of study.  Chapter two deals with literature review which is made up of theoretical framework of the study; historical background and current literature. Chapter three deals with research design and methodology.  Chapter four deals with methods of data presentation and analysis.  The hypothesis is also analyzed in this chapter.  The research work ended in chapter five with summary of findings, conclusion and recommendations. It identify the type of performance appraisal that exist in Power Holding Company Aba District and  examine the most effective performance appraisal that exist in Power Holding Company Abia District. And finally contain on the recommendations and conclusions how the Power Holding company should tackled the challenges.

 

TABLE OF CONTENTS

CHAPTER ONE: INTRODUCTION

1.1     Background of the Study

  • Statements of the Problem
  • Objectives of the Study
  • Research Question
  • Research Hypothesis

1.6     Significance of the study

1.7     Scope  of the study

1.8     Limitations of the Study

1.9     Definition of Relent Terms

References

CHAPTER TWO: REVIEW OF RELATED LITERATURE

  • Theoretical Frame Work of the Study
  • Conceptual Framework/ The History of Power Holding Company of Nigeria
  • Current Literature on the Effects of Performance

References

CHAPTER THREE: RESEARCH DESIGN AND METHODOLOGY

3.0     Research Design

3.1     Area of the Study

3.2     Source of Data

3.2.1  Primary Sources

3.2.2  Secondary Sources

.3.3    Population of the Study

34     Sample Size Determination and Sample Technique

3.5     Methods of Data Collection

3.6    Questionnaire Design Distribution

3.7   Method of Data Presentation and Analysis

3.8   Validation of Instrument

3.9    Reliability of the instrument

Reference

CHAPTER FOUR:  DATA PRESENTATION & ANALYSIS AND DISCUSSION OF FINDINGS

  • Presentation and Analysis of Data
  • Testing of Hypothesis
  • Discussion of Findings

CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATION

  • Summary Findings
  • Conclusion
  • Recommendations
  • Suggestion for Further Studies

Bibliography

Appendix

Questionnaire

 

CHAPTER ONE

INTRODUCTION

  • BACKGROUND OF THE STUDY

Cascio and Award (1981:55) defines staff appraisal as a systematic description of the job and relevant strengths and weakness of the employees.  While Oxford Advanced Learners Dictionary defines appraisal as the ability to assess the value or quality of somebody or something.  Fieldman Daniel et al (1983:11) defines staff performance appraisal as the process of measuring and assessing the level of performance of organizational members.

Furthermore, the modern emphasis is upon supervision or the supervisors who should strive to help their subordinate to achieve firms and individuals roles demanded by most appraisal programmes.  Performance appraisal helps to evaluate training needs, determine the eavitbaility of compensation package, serve as basis for executing the maintenance and separating functions etc.  Yet the veritable positives of performance appraisal in personal management function is being riddle or abused.  The power Holding Company and other organizations in Nigeria have persistently shown instrument or a basic ingredient for productivity.

In the cause of this research work some indebt analysis into performance appraisal productivity and other needed issues were extensively discussed.

 

1.2     STATEMENT OF THE PROBLEM

Some factors can make a worker to perform effectively or ineffectively on his or her job.  But general evidence of ineffectiveness or inefficiency is seen in the attitude of workers towards their job.

Machunga (1984:5) observed that a number of factors seen to be responsible for job dissatisfaction among workers.  These include non payment of workers, poor condition of service, lack of motivational tools, poor salary payment.  These affect Power Holding Company, Abia District.

 

 

 

1.3     OBJECTIVES OF THE STUDY

The major objective of the study is the effect of performance appraisal on employee productivity of  Power Holding Company Abia District.  The following sub-objectives were also examined.

  1. To identify the type of performance appraisal that exist in Power Holding Company Aba District.
  2. To examine the most effective performance appraisal that exist in Power Holding Company Abia District.
  3. To determine the measure used by managers to solve the problems of performance appraisals on employee in the Power Holding Company Abia District.

1.4     RESEARCH QUESTIONS

This study sought to answer the following questions:

  1. What is the type of performance appraisal that exists in Power Holding Company of Nigeria Abia District?
  2. What is the most effective performance appraisal that exist in the Power Holding Company of Nigeria Aba District?
  3. What measure can be used by manager to solve the problems of performance appraisal on employee in the Power Holding Company?

1.5     RESEARCH HYPOTHESIS

H0:   There are no performance appraisal in use by Power Holding Company Aba District.

HI:    Power Holding Company Aba District uses performance appraisal.

H0:   Power Holding Company Aba District does not have effective performance appraisal.

H2:   Power Holding Company Aba District has effective performance appraisal.

H0:   There are no measures in use by managers to solve the problems of performance appraisal on employee in Aba District.

H3:   There are measures in use by managers to solve performance appraisal on employee in Aba District.

1.6     SIGNIFICANCE OF THE STUDY

This study will create awareness among management of organizations, especially Power Holding Company Aba District of the importance of performance appraisal and to make them to appreciate the need to maximize its benefit while minimizing its pitfalls to justify the use of performance appraisal as a yardstick for determining individual rewards in an organization.

This research will benefit the student in carrying out further research on the effect of performance appraisal.

1.7     SCOPE OF THE STUDY

This study is restricted to Power Holding Company Aba District. It is to be a cross pollination study.  It means that the entire cross section or the unit parts of the company would be involved in the study as they would constitute that population.

1.8     LIMITATIONS OF THE STUDY

Despite the interest and efforts put in this study by researcher, some problems were encountered in the course of the study.

Finance: In search of data required or needed for the study much money was involved, especially on transport fares and production of questionnaire and photocopying of relevant materials.

Times: The time allowed for the conclusions of this study was rather short.  The researcher had combined their reading time with the time allocated for the study.

  • DEFINITION OF RELENT TERMS

Employee: There are group of persons who are employed and are paid monthly for the cause of their service rendered.  Advanced Learners Dictionary defines it as person who works for somebody or for a company in return for wages.

 

Motivational Tools: They are tools that make the employee to work effectively and efficiently.

Pre-Determine: To decide something in advanced so that it does not happene by chance.

Productivity: Power to make things. How quickly things are made. Coles, G. A. (1993:63) defines it ability to produce.

Performance: Process or manner of performing.