1.1 Introduction
Employee performance is the degree to which employees perform their duties and responsibilities (Shields et al., 2015). Dugguh and Dennis (2014) consider that performance is a behavior and it is one of the most important factors in the success of the organization (Dahkoul, 2018). As a result, employee performance is an activity that is related to the job predictable to an employee and how the activity is accomplished (Sari et al., 2019). Learning organizations also play a significant role in improving employee performance by providing training and enhancements to their employees.
Employee effort is an important factor that determines an individual performance will be. When an employee feels a satisfaction about the job, he/she is motivated to put greater effort to the performance. Then it tends to increase the overall performance of the organization. In other words, a satisfied individual employee and his effort and commitment are crucial for the successfulness of the organization.
As a prelude to other parts of this study, this chapter will discuss the background upon which this study was initiated, the statement of problems that led to this study, the Aim and Objectives of the study. Others are Significance of the study, Scope of work, Research hypothesis and questions, Limitation of the study and Definition of technical terms.
1.2 Background of the Study
Peugeot Automobile Nigeria Limited, was conceived in a plan in 1969 by the then Federal Military Government of General Yakubu Gowon .Consequently it the bid the actualize the dream, 16 reputable vehicle manufacturing firms were requested to tender their proposals for consideration and subsequent approval for the establishment of a vehicle assembly plant in the country. However with the wide acceptability of the Peugeot car brand in Nigeria, the proposal of Automobile Peugeot France (AP France) scaled through on May 7, 1971.
PAN Nigeria Limited came on board as a joint venture between the Federal Government and AP France, and was incorporated on December 15, 1972 and by the 27 months after incorporation, the peogeot manufacturing assembly plant was commissioned by General Yakubu Gowon on March 11, 1975 with its base in kaduna.The research therefore seek to proffer an Assessment of performance evaluation on employees in peugeot automobile Nigeria limited (PAN) Kaduna
Employee job evaluation is regarded as the review and assessment of employee job performance. Many organizations maintain a policy to systematically evaluate the performances of their employees on a periodic basis such as annually. Some of the assessments are conducted at the end of the year or during the employees' anniversary. For example if an employee was employed in January then the employees evaluation is conducted in January; if it was in December then it is done in December. The basic objective of a performance evaluation system is to determine an measure an employee's equitable contribution to the basic goals and objective of the organization, the workforce, obtain an accurate documentation appraisal to secure both the employer and employee, and to determine the level of quality and quantity of work produced by the employee (Ruth Mayhew, 1985).
1.3 Statement of the Problem
The need for organization to conduct employee performance evaluation in other to determine the quantitative and qualitative abilities of their staffs as means of providing the needed.
Training and development to help them improve on performance is vital for the growth and overall efficiency of the organization. Employee job evaluation is defined as the review and assessment of employee job performance. Many organizations maintain a policy to systematically evaluate the performances of their employees on a periodic basis such as annually. Some of the assessments are conducted at the end of the year or during the employees' anniversary. The basic objective of a performance evaluation system is to determine an measure an employee's equitable contribution to the basic goals and objective of the organization, the workforce, obtain an accurate documentation appraisal to secure both the employer and employee, and to determine the level of quality and quantity of work produced by the employee (Ruth Mayhew, 1985).
Therefore Performance evaluations enhance employers with an opportunity to evaluate the contributions of their employees to the organization, and the essential contribution to team work and objectives. However inspite of the significance of employee performance evaluation, some firms treat it with levity sometimes because of the criticism of employees and sometimes because of the stress involved in the process and often because of the difficulties of criticizing employees with whom they are familiar. However the significance and advantage of performance evaluations far exceeds the challenges confronted.
Therefore it is essential to adopt and maintain a suitable performance evaluation system which will require a a standard evaluation form, standardized performance measures, policy for delivering feedback, and procedures for disciplinary action, performance evaluations therefore set the required standards for employee performance ,enhance staff promotion, and motivation as well as promote effective communication in the organization. Consequently the problem confronting the research is to proffer an Assessment of performance evaluation on employees in Peugeot automobile Nigeria limited (PAN) Kaduna.
1.4 Aim and Objectives of the Study
The aim of the study is to assess the Performance Evaluation on Employees in Peugeot Automobile Nigeria Limited (PAN) Kaduna. In achieving this aim, the following specific objectives were laid out as follows:
- To determine the relevance of performance evaluation on organization employees.
- To proffer an Assessment of performance evaluation on employees in Peugeot automobile Nigeria limited (PAN) Kaduna.
1.5 Research Questions
The study came up with research questions so as to be able to ascertain the above stated objectives. The specific research questions for the study are stated below as follows:
- What is the impact of performance evaluation on employees?
- What is the relevance of performance evaluation on employees in Peugeot automobile Nigeria limited (PAN) Kaduna?
1.6 Significance of the Study
The research seek to reaffirm the need for organization to conduct employee performance evaluation
To determine the quantitative and qualitative abilities of their staffs as means of providing the needed
Training and development to help them improve on performance.
1.7 Research Hypothesis
In order to pursue the objective of this study, the following generalized statements have been designed to guide and aids in obtaining the result for the experiment to be conducted. For this work, the null hypothesis will be represented with H0 while the alternative hypothesis will be represented with hypothesis H1.
Hypothesis One
- H0: The impact of Performance Evaluation on employees in Peugeot automobile Nigeria limited (PAN) Kaduna Is low
- H1: The impact of Performance Evaluation on employees in Peugeot automobile Nigeria limited (PAN) Kaduna Is high
1.8 Scope of the Study
The scope of this research is focused on the Assessment of performance evaluation on employees in peugeot automobile Nigeria limited (PAN) Kaduna.
1.9 Limitations of the Study
During the course of this study, many things militated against its completion, some of which are:
- Time Constraint:
The time frame given to accomplish this project was very short due to school academic calendar and it was carried out under pressure which made the researcher not to implement some necessary features.
- Establishment Policies:
Establishment policies posed a serious limitation as most staffs are not ready to release information needed for this research work. There were lots of information needed from the staffs of this establishment to enhance the study which took them time to release or they did not release at all for security purposes, hence the scope was reduced.
- Financial Constraint:
Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
- Lack of Initial Cooperation from Respondents:
A particular limitation of this work came as a result of the respondent refusal to offer their cooperation at the initial time they were contacted. This contributed in making the success of this research study difficult.
1.10 Definition of Terms
Planning:
Planning places obligations on the supervisors to set performance standards and goals so as to provide direction to the employees in the channeling of their efforts toward achieving the goals and objectives of the organization. Consequently Performance planning leads to a Performance Plan.
Monitoring:
Monitoring must be carried out systematically the give direction to employee performance. Therefore the supervisors are expected to monitor assignments and projects, measuring performance and the provision of feedback to employees on a regular basis.
Developing:
Developing is aim at determining the developmental needs of employees so as to elevate employee's level of performance through training, higher responsibility and the introduction of new skills.
Evaluation:
Evaluation/Assessment is the process whereby the supervisor assesses or appraises the employee's performance with a view to determining the employees' qualitative and quantitative ability and contribution to the goal and objective of the firm and to provide feedback to help the employee improve performance.
Rewarding:
This involves the recognition of the employees' contribution towards the fundamental objectives of the organization individually and as a member of a team.
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REFERENCES
Dahkoul, Z. M. (2018). Determinants of Employee Performance in Jordanian Organizations. Journal of Economics, Finance and Accounting (JEFA), 5(1), 11-17
Dugguh, S. I., & Dennis, A. (2014). Job satisfaction theories: Traceability to employee performance in organizations. IOSR journal of business and management, 16(5), 11-18.
Sari, N. P. R., Bendesa, I. K. G., & Antara, M. (2019). The Influence of Quality of Work Life on Employees’ Performance with Job Satisfaction and Work Motivation as Intervening Variables in Star-Rated Hotels in Ubud Tourism Area of Bali. Journal of Tourism and Hospitality Management, 7(1), 74-83.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. & Plimmer, G. (2015). Managing employee performance & reward: Concepts, practices, strategies. Cambridge University Press.
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