Introduction
1.1 Background Of The Study
Appraising performance is very important and necessary in all aspects of life. For any type of endeavour that one ventures into, one tries to appraise one’s activities in one way or the other. In fact, it is imperative for progress to be accessed. Take for instance a businessman, the amount of profit he takes is the measurement of performance. The church on the hand, appraise itself by the rise and fall in the number of its congregation. For the farmer, how well he had done is measured by the yield of his crops. Also, in schools, student’s performances are evaluated through their tests or examination scares. Even the government as a body assesses it performance through the budget. During any budget speech, the president recalls on the precious year’s activities in terms of successes and failures. For civil servants also, performance rating is carried out from time to time.
Recently, management of organizations are placing increased emphasis upon the need to develop and put into greater use of the knowledge skills and expertise of their workers at all levels. As a result of this, the accountability for improving both the current performance and career potential of subordinates is assuming greater significance in the practice of management if the organization are to function well with formally defined roles and replaceable personnel, information must be available about the performance abilities and weakness of it measures.
In this turbulent working environment of ours therefore, the need for an understanding of performance appraisal sounds very obvious and unquestionable.
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