Full Project – Design and implementation of a web-based employees appraisal and assessment management system

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CHAPTER ONE

• INTRODUCTION

The success of any organization depends on the quality and characteristics of its employees. The employees become a significant factor in any organization since they are the heart of the organization. Organizations simply cannot achieve their goals and objectives without them. However, it is a fact that any employee for that matter needs something to induce him or to look forward to so that he is motivated to work at the best interest of the organization. This indeed was indicative of the more strategic approach to Appraisal and Assessment Management policies which sought to connect the aims of the organization to the performance of the individual. The organization’s key aims, goals, and objectives become an embedded part of the process in the performance management and communicated through the performance appraisal process. Performance appraisal is “an approach which involves managers making a top-down assessment and rating the performance of their subordinates at an annual performance appraisal meeting”.

• BACKGROUND OF THE STUDY

Performance management systems, in various forms, have been employed for nearly two millennia. In the third century AD, the Chinese were not only using performance appraisal systems but were critiquing each other’s biases in their evaluations of their employees (Murphy and Cleveland, 4; Evans, 3). During the Industrial Revolution of the 18th century, factory managers became aware of the importance of their employees’ performance on their production outputs (Grote and Grote, 3; Murphy and Cleveland, 4). The development of the philosophy of performance evaluation systems in America has been attributed to such researchers and philosophers as Peter Drucker and Douglas McGregor, who developed ideas of management by objectives (MBOs) and employee motivation (Evans, 4; Murphy and Cleveland, 3). Spiegel reported in 1962 that by the early 1960s more than 60% of American organizations had a performance appraisal system. The system’s popularity stemmed from the Army’s implementation of a performance management system for its officers (Murphy and Cleveland, 3). Since then, researchers have continued to develop theories of how different performance evaluation methods can contribute to the success of the organization.

• STATEMENT OF THE PROBLEM

In assessing employees, managers are required to make judgments about an employee’s performance and capabilities. Such judgments are naturally subject to potential bias in favor of some and against others. There are many statistics showing how prejudice may affect the promotional prospects of some groups.

Another problem is the effect that negative criticism can have on performance if not done electronically to satisfy the employees. Whenever staffs are given criticism, they react defensively to the criticism and try to blame others for their shortcomings. They will also become demotivated.  Interestingly, praise given during the process had little impact on performance.

• OBJECTIVE OF THE STUDY

The new web-based system for appraisal and assessment management will improve on the existing system by:

1. Measuring employees’ inputs
2. Allowing other employees and management to vote the best employee
3. Allowing measurement of results and outcomes.
4. Allowing general view of assessment results
5. Reducing bias to the minimal.

• SCOPE OF THE STUDY

The Web-based Appraisal and Assessment Management System can be used to manage the Human Resource of the Federal University of Technology Owerri, with regards to the appraisal and assessment of her employees. The system will cover areas like data structure, system analysis, and design, file management, and database management.

• SIGNIFICANCE OF THE STUDY

The Web-based Appraisal and Assessment Management System has held confidentiality, integrity and availability to be the core principles of information security. In the research work carried out, the following are some of the benefits the organization will derive from the new system designed.

Confidentiality: The system attempts to enforce confidentiality by detecting double registration during performance and assessment voting, and use it to track sensitive information.

Integrity: In an information system, integrity means that data cannot be modified undetectably. So, the system designed enables data protection from unauthorized users.

Availability: For any information system to serve its purpose, the information must be available when it is needed. The appraisal system developed is made available for remote voting from authenticated employees within the cadence of FUTO.

Authenticity: The data captured in the new system makes appraisal assessment authentic, as no two persons can share the same data. Improper manipulation is reduced to its minimum.

• LIMITATIONS OF THE STUDY

The research work is limited in various capacities:-

Time given for this research work was too short; hence I was unable to widen the scope of the research. Only few offices and staff could be approached physically and during data collection thereby limiting the number of staff interviewed.  Furthermore, many potential limitations were encountered during the process of this project work. These are;

1. insufficient library materials for the research work,
2. the cost of paying for computer hour,

• lack of power supply, and

1. Insufficient information from the case study.

• DEFINITION OF TERMS

Web Browser:       A web browser (commonly referred to as a browser) is a software application for retrieving, presenting and traversing information resources on the World Wide Web. An information resource is identified by a Uniform Resource Identifier (URI/URL) and may be a web page, image, video or other piece of content. Hyperlinks present in resources enable users easily to navigate their browsers to related resources.

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Full Project – Design and implementation of a web-based employees appraisal and assessment management system