This study is basically on the “impact
of performance appraisal outcome on employee’s productivity”. The
research was conducted at Nigeria brewery plc, as the case study in
order to ensure high productivity of product in an organization. It so
examine the motivation, promotion, training, placement and job
satisfaction within the employee’s so as appraise the job performance in
The data gathered was analysed with the
use of Statistical Package for Social Sciences (SPSS). The techniques
used Chi-Square analysis and Percentage distribution.
The study was limited by time coupled with cost involved in conducting survey and getting the project work done.
The findings of the study revealed that
objective and well planned high performance of employees productivity,
regular training and retraining should be organized for those involved
in appraisal programme.
TABLE OF CONTENTS
CHARPTER ONE: INTRODUCTION
1.0 Background of the Study
1.1 Statement of the Problem
1.2 Objectives of the Study
1.3 Research Questions
1.4 Research Hypothesis
1.5 Significance of the Study
1.6 Scope of the Study
1.7 Limitation of the Study
1.8 Definition of Terms
CHARPTER TWO: LITERATURE REVIEW
2.0 Literature Review
2.1 Historical Background of the Case Study & Organization Chart
CHARPTER THREE: RESEARCH METHODOLOGY
3.1 Research Design
3.2 Study Population
3.3 Sample Size & Sample Techniques
3.4 Nature of Data Collection
3.5 Restatement of research Questions
3.6 Restatement of Research Hypotheses
3.7 Instrument of Analysis
3.8 Method of Data Analysis
CHARPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.0 Data Presentation & Analysis
4.1 Analysis of Questionnaire
4.2 Testing of Hypotheses
CHARPTER FIVE: SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of Findings
5.4 Suggestions for Further Study
Appendix I : Questionnaire Cover Letter
Appendix I : Questionnaire
1.0 BACKGROUND OF THE STUDY
Management writers have written on the
outcome of employee performance and its usefulness to business
organization and so performance appraisal as an important personnel
Personnel management is concerned with
the systematic requirement of a competent working force whose human
resources are effectively used through the control of occupational
environment in a manner that develop employee's potential and enable
them to contribute their services to the organization of which thy are
Thus, it is necessary that the
performance of the employees are monitored, evaluated and control within
the organization so that they can contribute their best to the
attainment of the organization objectives as well as developing
Performance appraisal is defined as the
process of reviewing individual's performance and progress in a job
assessing his potential for future promotion. It is a systematic method
of obtaining, analyzing and recording information about a person that is
needed for the followings:
1. For better running of the business.
2: To help the manager improve the jobholder's performance and plan his career.
3. To assist the jobholders to evaluate his own performance and develop himself.
The usefulness of performance appraisal
outcome includes promotion of employees, transfer, demotion and
placement of employee on the job in which they are best suited. They
study, as a whole tends to link employee development to their
performance and establish the fact that there is a correlation between
1:1 STATEMENT OF THE PROBLEM
There has constantly been the issue of
the relationship between performance and appraising such performance
objectively. Some employees have seen appraisal as just a mere routine
practice that has no relevance to their promotion, placement jobs and
planning for their training needs thus having little impact on their
A central problem of appraisal is
subjectively on the part of those that conduct the appraisal. Other
problems that the study will provide ways of solving them are: -
1. Errors of appraisal: - type and means of solving them to make appraisal programme valid.
2. In appropriate use of appraisal methods.
3. Perhaps the most glaring of all
the problems is the failure of organization to use appraisal result as a
basis for employee promotion, training and placement. When this occur.
It could be seen that the whole appraisal programme is a waste of effort
and to make it meaningful and worth while the study will highlight the
benefits of the use of appraisal system and it will also attempt to
identify the way operational problem with a view to providing
1.2 OBJECTIVES OF THE STUDY
Essentially, the study has its central
aim of examining the level of performance appraisal in Nigeria business
organization and its contribution to the employee development. Other
objectives of the study are: -
1. To examine the performance appraisal programme of the organization
2. To examine the extent at which the appraisal result will meet the aspiration of the organization
3. To make necessary recommendations based on the findings and these will serve as a guide to the business organization.
1.3 RESEARCH QUESTIONS
As pointed above, the objectives of this
study is to find out the relevance of performance appraised to
employee's productivity. In doing this, the questions to be asked are
l. Of what uses is performance appraisal outcome to the organization.
2. Does employees actually need performance appraised?
3. Do the organization use the
result of the appraisal programme for the development of the employee by
using it to plan for their training, placement of the job and promoting
4. Does your management believe in performance appraisal system?
1.4 RESEARCH HYPOTHESES
The following hypotheses are formulated.
Ho: There is no significant relationship between performance appraisal outcome and employee's productivity.
Hi: There is significant relationship between performance appraisal outcome and employee's productivity.
Ho: There is no significant relationship between performance appraisal outcome attainment of corporate goal.
Hi: There is significant relationship between performance appraisal outcome attainment of corporate goal.
Ho: There is no
significant relationship between' performance appraisal outcome and
enhancement of productivity of the employees in an organization
Hi: There is
significant relationship between performance appraisal outcome and the
enhancement of productivity of the employee in an organization.
1.5 SIGNIFICANCE OF THE STUDY
The significance of the study will -be
in two folds: Firstly, the study will provide a good base for general
knowledge of the concept, as past work on the subject matter will be
reviled. More also, it will be useful empirically practical use of
performance appraisal in business organization. All problems associate
with the use of the programmed will be ex-rayed and necessary solution
Lastly, the study will be useful to the
organization in that the recommendation from the finding of this
research can be use as a means of improving the efficiency of employees
in the organization. And lastly, the findings can be used in designing
and effective appraisal system.
1.6 SCOPE OF THE STUDY
The scope of this research is to examine
the impact of performance appraisal outcome on employee's productivity.
The management and employees of Nigeria brewery will be used to carry
out these researchers.
1.7 LIMITATIONS OF THE STUDY
Also, this research faces a lot of
problems among this are the problem of time factor which is grossly,
money to execute this research work on the schedule problem of getting
necessary on for the respondents and above all, the un co-operative
attitude of the workers of the brewery in attending to my request.
1.8 DEF1NITION OF TERMS
Some of the terms used in this study are defined as follows:
APPRAISAL: It is the evaluation of an individual with respect to his performance on his job.
It is defined from two perspectives:
- It is the result` that people get on the job.
- It is whatever they do that affect the results.
PRODUCTIVITY: Refer to being productive or production of goods, it is also regarded as an output.
EMPLOYEE: Workers in an organization who performed functions as given or directed.
DEVELOPMENT: It aims at adding to the skills of employees, improving their general knowledge and altering their attitudes.
DEMOTION: A shift to a lower position in the hierarchy.
PLACEMENT: Assigning employees to their different jobs that they are best suited.
PROMOTION: A shift to higher position in the hierarchy, usually with added salary, statues and authority.
RECRUITMENT: This is the process of attracting or hiring candidates among the qualified ones.