Effective Performance Appraisal as a Tool for Increasing Productivity in an Organization

Effective Performance Appraisal as a Tool for Increasing Productivity in an Organization

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Reference ID: PS-13471-TM

DEDICATION

This research material titled “Effective Performance Appraisal as a Tool for Increasing Productivity in an Organization” is dedicated to God for his enabling grace, and to all computer enthusiasts who contributed to make life a pleasant experience during my research documentation.

ACKNOWLEDGEMENT

I extend my sincere gratitude to all those who contributed to the completion of this project. Special thanks to my Supervisor (Name of your Supervisor), the Head of Department (Name of your HOD), the Lecturers in the department of Business Administration and Management (BAM), Book Authors and Profound Scholars of existing or related project material on “Effective Performance Appraisal as a Tool for Increasing Productivity in an Organization” for their invaluable guidance, support, and expertise throughout the journey.

I am also grateful to your study area (mention any funding organizations, if applicable) for their financial assistance. This research would not have been possible without the encouragement and assistance of some stakeholders (mention any mentors, teachers, or colleagues). Additionally, I would like to acknowledge the understanding and patience of my family and friends during this endeavor. Your unwavering support has been a constant source of motivation. Thank you all for being part of this meaningful endeavor.

TABLE OF CONTENTS

PRELIMINARY PAGES

CHAPTER ONE

INTRODUCTION

    CHAPTER TWO

    LITERATURE REVIEW

    • 2.1 Introduction
    • 2.2 Conceptual Review
    • 2.3 Theoretical Framework
    • ⋮
    • 2.4 Empirical Studies

    CHAPTER THREE

    RESEARCH METHODOLOGY

    • 3.1 Introduction
    • 3.2 Research Design
    • 3.3 Population of Study
    • 3.4 Sampling and Sampling Technique
    • 3.5 Validation of Research Instrument
    • 3.6 Method of Data Collection
    • 3.7 Method of Data Analysis
    • 3.8 Questionnaire Administration
    • 3.9 Ethical Consideration
    • 3.10 Statistical Analysis

    CHAPTER FOUR

    DATA ANALYSIS, RESULT AND DISCUSSION

    • 4.1 Introduction
    • 4.2 Presentation and Analysis of Data
    • 4.3 Re-statement of Research Questions
    • 4.4 Test of Hypotheses
    • 4.5 Discussion of Findings

    CHAPTER FIVE

    SUMMARY, CONCLUSION AND RECOMMENDATION

    • 5.1 Introduction
    • 5.2 Summary of Findings
    • 5.3 Conclusion
    • 5.4 Recommendation
    • 5.5 Suggestion for Further Study

    REFERENCES

    APPENDIX A - “QUESTIONNAIRE”

    Effective Performance Appraisal as a Tool for Increasing Productivity in an Organization

    CHAPTER ONE

    Introduction

    1.1 Background of the Study

    Performance appraisal according to Ngu (2004) referred to as “integrate approach to management for more productivity or efficiency in organizations”. Though this technique activities of individual, unit, section, division, department or workers are monitored, measured and possible with the aim of according reward of some form of motivation. this very tool of management is a form of communication, that is, it transfers information, ideas and values from one person to another; employer and vice-versa. Performance appraisal aids management to see the loop-holes or gaps in the employees performance and this give them the enlightenment on how to introduced training of this man power to aid the development process.

    Performance appraisal are systematic ways of measuring, reviewing and analyzing employee performance over a given period of time and using the information gathered to plan for the employee’s future with the organization. This periodical, impactial feedback is used to judge employee effectiveness as well as provide necessary development and training to improve the employees contributions to the organization goals

    According to Ihner (2001: 285-9), performance appraisal is a formal system of measuring, evaluating, and influencing an employees job-related attributes, behaviors and outcomes. The objective is to determine how productive an employee is and for to determine if an employees productivity can be improved. As such performance appraisals serve an importance purpose in managing people and ensuring organization productivity,

    Organization use performance appraisal to make a number of employee decisions, like pay increase, training needs as well as proving documentation to support termination decisions, consequently they serve as control mechanism. Therefore a manager needs to do an appraisal of those qualities and behavior in order to estimate performance as a basis for taking personal actions.

    Performance appraisal is crucial tool in the hands of the management to bring about greater agility and responsiveness in human resources of an organization. Performance appraisal is the foundation of much human resources decision. Therefore, it has multifarious uses as elucidated by Lisa (2012). That why, according to this statement make by Lisa (2012), human resources can be thought of as the total knowledge, talents aptitude, creative abilities of an organization work force as well as the value, attitude and beliefs of the individuals involve, attitude and beliefs of the individuals involve. One of the main reasons management involved in employee appraisal is to obtain information for promotion, demotion, transfer, pay increase, training and development and discharge. For the employee, an appraisal gives him a feedback as to how management perceives his contribution to the organization. However, for performance to take its full course, management must involve it knowledge of appraisal for the benefits of both employees and the employers.

    1.2 Statement of Problems

    Every management is confronted with one or two challenges or the other but the ability to solved its bring about performance appraisal as a tool for increasing productivity in an organization if the employers can not identify what is the strength and weakness of the employees in an organization which will enable them to provide employees with a better understanding of their role and responsibilities that will produce increase and confidence through recognizing strengths while identifying training needs to improve weakness which is through appraisal, performance in a given situation resulted from the interrelationships between effort , abilities and role perceptions. The essential management is aimed at promoting efficiency in the operations of organization as well as to help them to achieve their corporate objectives which will lead to the betterment and satisfaction of both the employees and employers in an organization

    1.3 Purpose of the Study

    The main reasons of the study is to find out the following:

    1. To find out if performance appraisal can bring increase in productivities
    2. To examine the abilities of individuals or employee when using performance appraisal.
    3. To evaluate the effective use of performance appraisal in an organization
    4. To assess the importance of performance appraisal in an organization
    5. To identity various employees appraisals techniques used
    6. To investigate associated challenges of performance appraisal in the organization
    7. To find out if performance appraisal is conducted regularly and result communicated back to the employee on time
    …

    CHAPTER TWO

    2.0 Literature Review

    2.1 Introduction

    This chapter focuses on the review of related literature. A literature review includes the current knowledge as well as theoretical and methodological contributions to a particular topic. It documents the state of the art with respect to the topic you are writing. It surveys the literature in the topic selected. In this research work the literature review includes the …

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