1.1 Introduction
Performance appraisal has become a strategic tool for improving organizational effectiveness. Performance appraisal exercise is often used interchangeably with performance assessment, evaluations, and performance review or employee appraisal. The significant role of performance appraisal in any establishment or organizations has become indispensable in terms of organizational success. The success of any organization is dependent on how well the performance of every employee is effectively appraised and managed. The performance appraisal is a unique and very important aspect of career development which entails a regular review of the performance of employees in the organization but doesn’t stop there but goes further to communicate feedback to the employees (Smith, 2007).
Public service in most countries, developed or developing are undergoing profound reorganization. They are trying to provide improved services in the same vein having to drastically downsize their work force in the face of major fiscal constraints emanating from the global economic meltdown. A significant reason of such restructuring in public administration is the need to reinvent governance, and enhanced services with fewer resources. One of the most popular instruments adopted for restructuring activities in civil services of most countries, today is Performance Appraisal System. This argument is in the light of the view of Wholey (1989), that strengthening government performance, improving the productivity, quality, timeliness, responsiveness and effectiveness of public services and programmes through performance appraisal is important to all, as beneficiaries of public service and as taxpayers.
Performance appraisal is a continuous process of assessing and measuring the inputs of every employee with a view to knowing their strengths and weaknesses and communicating the results back to the employees. Smith (2007) posited that performance appraisal is an activity which includes the assessment of individual or other level of performance to measure and improve performance that will help in attaining corporate objectives. Performance appraisal is a process that contributes to the effective management of individuals and teams to achieve high levels of organizational performance (Oyewole, 2008).
Performance appraisal is a broad concept that covers quite a number of activities that is connected to evaluate employees and improve their capability, skill, abilities through training and adequate rewards. To get the best out of every employees, it becomes imperative for organizations to have a continuous activities or programmes that will help in reviewing their performance and competence and thereby effection communications among work groups in the organization.
Daniels (2001) also acclaimed that Performance management is a systematic way of communicating to employees on what they are expected to do and what the performance parameters are. Managers can only satisfy employees on a job if they give employees what they deserve for their performance so far without making an attempt to exploit employees and pay them lower than expected. Performance appraisal through a good feedback mechanism as to a lager extent help employees to know how they are progressing within the public organization in carrying out their duties, tasks and responsibilities this feedback can be made available on a daily, weekly or monthly basis.
From past researches and findings, it has been observed that matching both rewards with output as a result of employee's performance in an organization will commit employees more to the performance appraisal process and showing them that the completion of the performance targets and objectives will affect them directly. This will therefore make this research study to assess the effectiveness of performance appraisal exercise in the public service with a particular reference to Oyo State civil Service commission.
1.2. Statement Of Problem
Quite a number of challenges have been identified as confronting the effective and efficient practice of the performance appraisal system in the Nigerian public service. Observation shows that civil servants in Nigeria are generally lazy as many of them come late to work and absent from duties with files accumulated without being treated. Yet, these civil servants score very high in the Annual Performance Evaluation Report (APER).
Primordial relations underscore every aspect of performance appraisal in the Nigerian Civil Service. The merit system index in performance appraisal is supposed to be objectively practiced and be the guiding principle in appointments and promotion, and this has not been so. The objectivity in appraisal system has been compromised as a result of ethnicity, nepotism and bribery. Favoritisms in the Nigerian Civil Service are extended to ethnic bloc members, friends, relations and those generally known (Ajayi, 2001 and Ayo 1998).
Extant literature shows that performance appraisal is not properly practised in many public organizations in Nigeria, leading to pseudo reports on subordinates with grievous consequences on the system. These among other problems are what the researcher will probe into and make attempt towards finding possible solutions.
1.3. Objectives Of The Study
This primary objective of this research study is to assess the effectiveness of performance appraisal exercise in the public service and other objectives include:
- To examine the influence of the performance appraisal exercise on improvement of employee performance in the public service
- To assess the factors affecting effective performance appraisal exercise in the public service
- To Suggest possible recommendations that would enhance effective performance in the public service in Nigeria
1.4 Significance Of The Study
Recently, the effectiveness of the Nigerian public service has become a subject of question. Therefore, this study will give an insight into the effectiveness of performance appraisal exercise in improving employee performance in the public sector. Efforts shall be made in this research work to reveal the various factors affecting the effectiveness of performance appraisal in the Nigerian public service and its effect on general employee performance and also, the study will suggest possible recommendations towards enhancing effective performance appraisal in the public service.
This research study will beneficial to the officers public service commission, students in tertiary institutions and, the general readers, and students of various disciplines will also find the study useful as well as future researchers who may be interested in this kind of research work.
1.5. Scope Of The Study
This research study specifically deals an appraisal of the effectiveness of performance appraisal exercise in the public service with particular reference to the civil service commission, Oyo State. The investigation of the study will be conducted within the Oyo state civil service commission office, Ibadan.
1.6 Statement Of Hypotheses
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: Reward oriented performance appraisal cannot serve as a viable means of employee motivation in the public service
- H1: Reward oriented performance appraisal can serve as a viable means of employee motivation in the public service
Hypothesis Two
- H0: There is no relationship between effective performance appraisal exercise and public service efficiency in Nigeria
- H1: There is relationship between effective performance appraisal exercise and public service efficiency in Nigeria
Hypothesis Three
- H0: Objective Feedback on employee performance appraisal exercise cannot influence employee performance in the public service
- H1: Objective Feedback on employee performance appraisal exercise can influence employee performance in the public service
