Full Project – The impact of performance appraisal on employee performance

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CHAPTER ONE

1.0 INTRODUCTION

1.1  BACKGROUND OF THE STUDY

In every business organization the performance of the employee is 1rportant in achieving organizational goals. The success of every business organization can be attributed to performance appraisal as a function of business resources to manger geared towards the effectiveness of employee in an organization that ensures that employees best are knowledge while there shortcomings are identified provisions made to improve them. it is believed that both the individual and the organization
need to know how well they perform in their day to day running of the business ultimately the overall strategic plan of the organization. In condition the individual employee requires feedback related to his or her goals and development as well as related management expectation.

Performance appraisal is also a development of strength since it seeks to identify the strength and weakness of the employee as a guide to his further development. It is usually made in prescribed manner, it accesses the employee on his or her job performance and where necessary give her guidelines and advice towards improving efficiently arc effectiveness.

The output of every organization depends on how well and how much the performance of the employee is appraises and evaluated. Managers of business organization are charged with the responsibility to motivate their employee in many organizations but not all uses appraisal result either directly or indirectly to help determine reward outcome. The performing employee who should get the majority of merit pay increase in salary Bonus and Promotion. The same take, appraisal result is used to identify poorer performances that may require some firm of counseling or extreme cases demotion, dismissal or decrease in pay.

PROFILE OF THE ORGANIZATION ENUGU ELECTRICITY DEVELOPMENT COMPANY (EEDC)

Enugu Electricity Development Company formally known as Power Holding Company of Nigeria was first generating plant of 30kw was installed in the city of Lagos in 1898. From this date onwards and until 950, the pattern of electricity development was inform of individual electricity under-taking set up in various towns somewhere by Native or Municipal authorities.

In 1950, the government passed the electricity corporation in Nigeria ordinance No.1 of 1950 to integrate power development and make it effective. This ordinance brought all the electricity undertakings and the electricity sections of PWD under control. The electricity corporate of Nigeria (EN) then became the statutory body responsible for generation transmission, distribution and sales of electricity to all consumers in Nigeria.

In 1962, the Niger dams authority was established by an act of the treatment. The electricity corporation of Nigeria (ECN) and the Niger dams authority (NDA) were merged to become national electric power authority (NEPA) by decree no.24 of 1972.

However, the need to reform the electricity industry necessitated transformation of NEPA into power holding company of Nigeria (PHCN) in 2004.

The electricity reform” act of 2005, unbundled PHCN into 11 distribution companies, 1 transformation company and 6 generation company. This reform act gave birth to Enugu Electricity Distribution Company (EEDC).

DIAMOND BANK PLC

Diamond bank began as a private limited liability company on March 21^st, 1991 (The company was 1orporated on December 20, 1990). Ten years later, in February 2001 it become a universal bank. January 2005, it became a successful private placement share offer which substantially raised the bank’s equity base; Diamond Bank became a public limited company.

In May 2005, the banks was listed on the Nigeria stock exchange. Moreover in January 2008, Diamond Bank’s Global Depository Receipts (GDR) was listed on the professional securities market of the London stock exchange. Diamond Bank is   commercial bank offering a full range of banking product and service in retail on strong, enduring relationship and is driven by innovation and leading edge technology. The market business development function of the Bank is organized in a way that enable us our clients in the various segment optimally.

Today, Diamond bank is one of the leading banks in Nigeria respected of its excellent banking service delivery, driven by innovation and operating on the most advanced banking technology platform in the market. Diamond Bank has over the year leverage on its underlying resilience to grow its assets base and to successfully retain us key business relationship. And like a diamond, our strength makes us even more valued valuable.

ABC TRANSPORT COMPANY

Associated Bus Company Plc, operators of ABC Transport commenced operations in road passenger transport on February 13, 1993 as an off-shoot of Rapid Ventures limited in Owerri with an authorized share capital 1000,000. The authorized and paid up share capitals have since been eased 18,000. Fashioned with a view of running a modern road transportation system in Nigeria with international standards, the company s ably managed by a team of time-tasted professionals with excellent track
roads in their chosen fields. Supporting the management team as a Board of Directors composed of men of integrity whose diverse background serve as a rich resources based for the company’s policy formulation and overall business perspective.. Their services are specifically designed for concerning travelers. The operations in Nigeria is carried out in modern terminals, with comfortable lounges in various cities like Lagos, Aba, Owerri, Enugu, Onitsha etc. ABC buses are dubbed with the company’s trademark the Reindeer.

1.2 STATEMENT OF THE PROBLEM

The primary aim of every establishment is to maximize profits, which can be easily attracted through employees performance. Management and managers of some firms does not have good performance appraisal system and employees’ performance has been ineffective due to lack of skills, knowledge and abilities required for execution of task.

It is on this premise that the issues of performance appraisal system for improving employees performance will be examine.

1.3  OBJECTIVE OF THE STUDY

1. To determine the effect of which lack of skills and knowledge affect employee’s performance.
2. To find out the relationship between effective feedback system and employees performance.
3. To examine the extent to which halo effect rating affect employees performance.

1.4 RESEARCH QUESTIONS

1. To what extent do lack of skills and knowledge affect employee performance?
2. What is the relationship between effective feedback system and employee performance?
3. To what extent dose halo effect rating affect employees
   performance?

1.5 RESEARCH HYPOTHESIS

The following hypothesis will form the basis for our study.

Hypothesis I

Ho: Lack of skills and knowledge on the part of employees does not affect employee performance.

Ha: Lack of skills and knowledge on the part of employee affect employee performance.

Hypothesis II

Ho: There is no significant relationship between effective feedback system ad employee performance.

Ha: There is a significant Relationship between effective feedback system employee performance.

Hypothesis III

Ho: there is no significant Relationship between halo effect rating and performance.

Ha: There is a significant Relationship between halo effect rating and employee performance.

1.6  SIGNIFICANCE OF STUDY

The work will be of utmost benefit of all sundry. It is the study of the researcher that at the end of this study, to discover the techniques which is used to appraise employee and encourage them towards the achievement of greater productivity, as such, the organization will have this study important to managers and management organization as it reveals a means of improving the entire work, and enhance the organization towards realization of their goals. However, the product of the scholars and future searchers who may interested in performance appraisal as a result that the subject of interest will enhance the productivity of the employee. The study will as well improve the researcher’s knowledge about enhancing the productivity of the employee through adequate appraisal technique as this ld give him the avenue to contribute to the problem study.

1.7 SCOPE OF STUDY

The scope of the work covers all the sectors of the economy on the of performance appraisal on employee performance, but to ensure equate research, the work is focused mainly on some selected firm h are ABC Transport Company, Enugu Electricity Distribution company aid Diamond Bank Plc Owerri.

Nevertheless, the findings of the research generalized to both private and public sectors of the economy in the country and the world as a whole.

1.8  LIMITATIONS OF THE STUDY

In an attempt to come out with a meaningful work certain factors had some limitations of the study and among those factors
reluctance on the part of the respondents to give all the needed information for fear of being reprimanded by their superior. Time constraints that is the time given for the research work is too short to generate enough data that would help in testing hypothesis. Lack of fund is another factor that really affected the research process as one could travel to other organizations to discover similar experience and draw a conclusive analysis and inadequate source of information. Information kept by he selected firms in employee performance appraisal is poor and most data are outdated and of title or no value to draw the performance appraisal evaluation. I hope to produce a valid work despite the above hindrances making use of the information gotten from some employees that were disposed in giving out certain information, also making adequate
se of the short time given to undertake this project work. Therefore, restricting this research work to only the selected firm chosen and lastly through their use of vital information and materials pertaining to the research topic.

DEFINITION OF TERMS

Performance appraisal: This can be seen as a systematic
evaluation of an individual with respect to his performance on the job and his potential for development.

Appraisal: Is a judgment of the value performance on nature of
somebody (workers).

Manager: This can be defined as a person who undertake the activities of planning, organizing materials, machines and money in such a manner that leads to effective and efficient achievement of organizational goals.

Effectiveness: This is the degree to which actual output of system correspond to its desired output in ensuring getting the right thing done in the right way of producing an intended result by means.

Productivity: This is the quality or volume product or service and organization provides.

Efficiency: Work Productivity with waste of money or effort.

A detailed set of actions formulated in advance on hour to achieve organization goals.

Training: This is the acquisition of specific skills, knowledge arid ability for performance of task.

Development: This is the process a person actually makes; it may include, conceptual or intellectual goals with performance.
Management by Objective: This is the process whereby superior managers and subordinate manager of an organization jointly identify its common goals; define each individual major responsibility in terms of the result expected of him. These measures are guide for operating the unit accessing the contribution of each of its members of staff, the groups & workers who carry out a job do the work of an organization.

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Full Project – The impact of performance appraisal on employee performance