The broad objective of this study is to examine the impact of measuring employee performance on organizational growth using Nigerian Bottling Company Plc and Coca-cola Bottling Company Plc. Survey research design was employed for the study and with aid of convenient sampling, sixty (60) staff of Nigerian Bottling Company Plc and Coca-cola Bottling Company Plc was selected as the participant of the study.Data was analyzed in frequencies and tables using simple percentage, Mean and standard deviation. The hypothesis was tested using chi-square test statistical tool (SPSS v.2.3) and the result were similar to those of the responses drawn from the questionnaires. The study therefore concludes that for effective development and utilization of the human talent, performance appraisal policy plays a key role since it enables an organization to identify objectively the employee’s strengths and weaknesses. The organization will then be able to counsel the employees to improve on weak areas. This will help all the employees to contribute positively to the attainment of the organization objectives.The researcher therefore recommend that Human Resource Managers should always provide the employees with Feedback on performance as this will serve as means of behaviour modification and for performance improvement.
1.1 Background to the study
Performance measurement in practical and theoretical areas has received increasing attention in recent years. Beyond the limits of management accounting literature, several areas have contributed to the development of current knowledge, namely, organizational theory, operations and production management, strategic management and finance. However, most of these areas have been studied in isolation, resulting in fragmented and disparate results. Organizational effectiveness (OE) is one of the most studied problems since the development of organizational theory (Rojas 2000). Despite some consensus, there is still a significant lack of agreement on the definition and implementation of this concept (Cameron 1986). As a more recent area of research, management accounting relies on these unstable fundamentals to develop performance measurement models. The purpose of this article is to close the gap between the OE models developed in the field of organizational theory and the performance measurement models found in the management accounting literature.
Organization has no opinion to whether to appraise its personnel and their performance or not just as training is a must after procurement, so is the personnel appraisal. Therefore, it is inevitable that the performance of the hire personnel will be evaluated by someone. It has been established that the manager job is to achieve the predetermined result through its people. This is an exercise that required cooperative and term effort on the part of the managers and employee under him.
The test of an organization success is its abilities to create value sufficient to compensate for the burden imposed upon resource contributors. There are two categories of appraisal; the formal appraisal is relation and unduly in nature and the other informal appraisal. It is an assessment of a planned way; the planned approaches can be divided into system through which supervisor can appraise on person comparative basic (ranking person list etc) and those in which there is joint superior subordinate establishment and appraisal to position goals accomplishment. The formal appraisal relies on some training supervisor to rate objective through amending errors such as leniency, harshness basis and central tendency. The informal on the other hand is a continuous assessment of an individual performance by his manager in his normal course of work, it is of an adhoc nature and its mainly determined by inactive felling as a fact of evidence of result it is normally a native product of the day to day relationship of the manager ad subordinate.
1.2 Statement of the Problem
The effects of performance appraisal on employee the employee performance appraisal is an important career development tool for the manager and employee. The manager can help guide the employee on the path to corporate advancement, and the employee gets a clearer understanding on what is expected from him or her in his / her daily duties performance appraisal have a wide varieties of effects on employees that managers must identify and understanding such effects are key to organizational growth. An employee performance appraisal can act as motivation for an employee to improve his productivity. Performance appraisal doesn’t benefit only employees. Organizations that use the result of performance appraisal to identify areas of strength and opportunity can benefit as well performance appraisal can provide an indication of area of training need as well as direction for leadership development, performance improvement and succession planning. This therefore makes it important to review impact of measuring employee performance on organizational growth.
1.3 Objective of the Study
The broad objective of this study is to examine the impact of measuring employee performance on organizational growth. Specifically the study seeks:
- To examine ways through which organization measure employee performance.
- To determine if there is a significant impact of employee performance on employee productivity.
- To ascertain the importance of employee appraisal to organization growth.
1.4 Research Questions
- What are the ways through which organization measure employee performance?
- Is there is any significant impact of employee performance on employee productivity?
- What are the importance of employee performance appraisal to organization growth?
1.5 Research hypothesis
HO1: Employee performance measurement does have any significant impact on organizational growth.
1.6 Significance of the Study
The study of performance appraisal plays a vital role in the management and stability of any organization. It is important therefore, to undertake such a study since this constitute the main objective which serves as a means of improving employees productivity, it should be noted that the survival of a business rest on the efficiency of implementing the performance appraisal. Though, this piece of study was written by the researcher and was based on both primary and consultation of the secondary data, its significant can be under stated.
1.7 Scope of the study
The scope of this study is to examine the impact of measuring employee performance on organizational growth. The study is however delimited to Nigerian Bottling Company Plc and Coca-cola Bottling Company Plc.
1.8 Limitation of the Study
There is great need on the part of the researcher to reveal certain problems encountered in the course of writing this project. There were some constrains which as limiting factors are worth mentioning first, the issues of time there was not enough time for the researcher to adequately carry on indent worth. This was due to the high schedule of the school political impasses in this study. Secondly, it was certainly not easy for the researchers to get vital information from the company understudy as they were termed confidentially. Most of the workers too declined accepting questionnaire. Finally, in spite of these difficulties, a justifiable and acceptable work has done to this research work.
1.9 Definition of Terms
Performance Appraisal: This is a business meeting between a worker and their managers in order to discuss how well they are doing in their work comment; the positive involvement of participant to an organizations goal is the same view, negative involvement is seen as alienation.
Productivity: This is the rate at which products are produced, especially in relation to the time, money and workers needed to produce them.
Efficiency: This refers to an input-output relationship that is maximum work achieved for a minimum time or result. It is a notion of ‘Optimization’ whereby maximum satisfaction is obtained for a given out lay of resources.
Effectiveness: This is referred to how frequently and perfectly human or machine are able to carry out a task leading to a required output that always resulted to an Organizational efficiency. Effectiveness is therefore a means to an end”.
Organization: This is referred to as two (2) or more people working together in a co-ordinated manner to attain group results.
1.9 Organization of Study
The study is divided into five chapters. Chapter one deals with the study’s introduction and gives a background to the study. Chapter two reviews related and relevant literatures, while the chapter three gives the research methodology while the chapter four gives the study’s analysis and interpretation of data. The study concludes with chapter five which deals on the summary, conclusion and recommendation.
All project works, files and documents posted on this website, projects.ng are the property/copyright of their respective owners. They are for research reference/guidance purposes only and the works are crowd-sourced. Please don’t submit someone’s work as your own to avoid plagiarism and its consequences. Use it as a guidance purpose only and not copy the work word for word (verbatim). Projects.ng is a repository of research works just like academia.edu, researchgate.net, scribd.com, docsity.com, coursehero and many other platforms where users upload works. The paid subscription on projects.ng is a means by which the website is maintained to support Open Education. If you see your work posted here, and you want it to be removed/credited, please call us on +2348159154070 or send us a mail together with the web address link to the work, to firstname.lastname@example.org. We will reply to and honor every request. Please notice it may take up to 24 - 48 hours to process your request.