1.0 Introduction
1.1 Background Of The Study
One of the universals of organizations is objectives or goals. Every organization is characterized with the following features: people and structure and all this are geared towards the attainment of its stated goals. Chis Argyris defines an organization as “Intricate human strategies designed to achieve certain objectives” also, Blake and Mouton identified seven (7) characteristics of an organization. These are purpose, structure, financial resources, know-how, human interaction organizational culture and result.
However, the wheel of the organization is therefore steered towards achieving certain goals that is every worker is involved and mobilized in the process of goals attainment. ‘Human resources’ this constitute the ultimate dignity of an organization, after all, it is the interactions of people with natural resources that institute the development process, the people according to Gant “are the human resources for the supply of physical labour, technical and professional skills, which are germane to effective and efficient planning and implementation of developmental policies, programme, projects and daily activities.
The various definitions however, concur on one basic thing, and that is, the need for human resources and its development for the development of personnel in any enterprises, whether public or private, is one of the essential functions of the human resources manager. This is because, of all resources available to the organization the human resources are perhaps, the most vital in its usage, so that without them, all the other form of innovation such as technological innovation computers would just lie there unattended to, due to the unavailability of skills man power to manipulate them. This required managerial functions such as planning, organizing, staffing, directing, coordinating, reporting or reviewing, and budgeting.
In large and complex organization, the managerial functions become very cumbersome and difficult. This is so because; the manager finds it almost impossible to have direct contact with every individual worker let alone knowing what the worker does. To achieve this fact, the manager, who performs the functions of planning, organizing, controlling, directing, etc, as identified by Knootz and O. Dinnel, must make use of tools that would aid him in sanitizing and appraising the human resources in that organization, that tool has been identified as “Performance Appraisal”.
Performance Appraisal, According to Ngu (1994) “is usually referred to as integrated approach to management for more productivity or efficiency in organization”. Through this technique, activities of individual, unit, section, division, department or a workers are monitored, measured and possibly with the aim of according reward or 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.
This information system (Performance Appraisal) aids management to see the loop-holes or gaps in the employees’ performance and this give them the enlightenment on how to introduce training of this man power to aid the development process. Therefore the training and development of these categories of people should be undertaken on a continuous basis in order to provide new skills in the dynamic sector.
1.2 Statement Of The Problem
Staff training and development is very necessary to any organization be it private or public, such training has benefited most organization in achieving their goal, which is the aim of the study. More so, it is suppose to make the organization more efficient especially on how to motivate their personnel to increase their performance.
Though the organization is among the oldest in the industry, most of their customers observed that their mode of operation is slow. For example to drill a borehole it takes the organization more time frame compare to their counterpart in the drilling industry. It was observed also that most of their workers are not really expose to new technique or modern operating system that will enhance efficient and effective modern training of staff to give new technological development. The organization does not really have the flair of employing young and capable staff with sound knowledge that could help it to improve its operation.
Dickerman (1974) noted that to improved personal performance, the individual himself had to be motivated. He must see that the caring management attitudes are there, that he can contribute his experiences, that the environment suits him and that the results encourage, but involvement through the devolution of responsibility is the major force. Training must be based on the specific needs of both the organization and in individual.
This situation made it pertinent to raise the following statement of problems:
- There were no measures put in place to evaluate trained staff based on employment standard
- Inefficient control mechanism, policies and procedure of Performance Appraisal
- There are no any strong effects of training and development on staff of Nigeria Bottling Company, Imo State’s performance?
- There are no strong measures to identify deficiencies and practice within the organization which adversely affect the personal performance of individual or the successful operation of departments.
- No room for individual to develop and implement their own solutions to problems and deal with constrains which restrict their personal contribution.
Despite these inherent problems, organizations have done their best to see that training and development remains a vital policy and also takes its course because the important of training and development cannot be over emphasize as to motivate staff to perform effectively to achieve the organizational goals and objectives. But the management finds it almost impossible to have direct contact with every individual worker in every department and the terms of their specific tasks and activities. To achieve this fact, the management, who performs the functions of planning, organizing, controlling, directing, etc, as identified by Knootz and O. dinnel, must make use of tools that would aid him in sanitizing and appraising the human resources in that organization, that tool has been identified as “Performance Appraisal”.
1.3 Objectives Of The Study
This study aims at carrying out an evaluation of employment standard on employee performance a case study of Nigeria Bottling Company, Imo State. The research work would therefore be geared towards the achievement of the following:
- How performance appraisal of employment standard affects the attainment of organizational goal.
- Making Nigeria Bottling Company, Imo State to see the urgency and need for performance appraisal in the development of their human resources.
- The various obstacles hindering the effective and efficient application of performance appraisal on employment standard in Nigeria Bottling Company, Imo State
- Also, to examine the reaction of the staff towards performance appraisal.
- Finally making suggestion on how to improve the employee performance of the staff of Nigeria Bottling Company, Imo State.
1.4 Statement Of Hypothesis
The hypothesis which this study seeks to test is as follows:
Ho – Performance appraisal of employment standard does not enhance the attainment of higher employee performance in Nigeria Bottling Company, Imo State.
Hi – Performance appraisal of employment standard enhances the attainment of higher employee performance in Nigeria Bottling Company, Imo State.
1.5 Significance Of The Study
This study will be of benefit to the labour market, that the urgency and need for appraisal of employee standard will be appreciated in the area of development of their human resources and workers’ productivity. And also, just as communication is bedrock in the achievement of organizational goals, the study will served as another major tool (a guide) in aiding management in its functions of planning, organizing, staffing, directing, coordinating, reporting or reviewing, and budgeting in order to achieve the organizational goals.
More so, the study will be of benefit to the staff of Nigeria Bottling Company, Imo State as a motivational factor. Because the staff will be rest assured that they can only be promoted, placed, paid, commended etc. in accordance with their work done, target achieved, due process etc. Finally, it is a contribution to the achievement and development of knowledge, as a secondary source of data and a reference material to other organizations, researches etc.
1.6 Scope And Limitation Of The Study
The scope of the study covers Nigeria Bottling Company, Imo State as the primary source of data for the topic, while the secondary data are materials from textbooks, journals, periodicals, internet materials, prospects etc. It is to be noted that this study is greatly faced with shortcomings by the poor management of information on performance appraisal activity in Nigeria Bottling Company, Imo State. However, other inability factors to the research work include:
1. Time constraint:
The time provide for the work execution of the study is rather too short for a thorough and detailed research on the topic. This is because Nigeria Bottling Company, Imo State has Seventeen (17) branches.
2. Lack of maximum cooperation by respondent:
Some of the respondents who are in position to give maximum relevant information refused doing so. While some did not give full information believing that such information is secret to them and should not be disclosed.
3. Late return of questionnaire:
Some of the respondents did not return the questionnaire given to them and some returned theirs very late.
4. Finance:
It was difficult for me to cover all the organization’s branches due to financial constraints.
1.7 Definition Of Relevant Terms
Employment Standard:
This refers to the minimum employment rights extended for work within the jurisdiction served by the relevant statute. It is also referred to as labour standards.
Appraisal:
Also called “Evaluation”, is a judgment or opinion of something or somebody, especially one that assesses effectiveness or usefulness
Performance:
As a manner of functioning refers to the manner in which something or somebody functions, operates, or behaves. As working effectiveness, it refers to the way in which somebody does a job, judged by its effectiveness
…
