CHAPTER 1
1.1 Background To The Study
Employee job evaluation is defined as
the review and assessment of employee job performance. Many
organizations maintain a policy to systematically evaluate the
performances of their employees on a periodic basis such as annually.
Some of the assessments are conducted at the end of the year or during
the employees’ anniversary. For example if an employee was employed in
January then the employees evaluation is conducted in January; if it was
in December then it is done in December. The basic objective of a
performance evaluation system is to determine an measure an employee’s
equitable contribution to the basic goals and objective of the
organization, the workforce, obtain an accurate documentation appraisal
to secure both the employer and employee, and to determine the level
of quality and quantity of work produced by the employee. Ruth Mayhew(1985)
Peugeot Automobile Nigeria Limited, was
conceived in a plan in 1969 by the then Federal Military Government of
General Yakubu Gowon .Consequently it the bid the actualize the dream,
16 reputable vehicle manufacturing firms were requested to tender their
proposals for consideration and subsequent approval for the
establishment of a vehicle assembly plant in the country. However with
the wide acceptability of the Peugeot car brand in Nigeria, the proposal
of Automobile Peugeot France (AP France) scaled through on May 7, 1971.
PAN Nigeria Limited came on board as a joint venture between the
Federal Government and AP France, and was incorporated on December 15,
1972 and by the 27 months after incorporation, the peogeot
manufacturing assembly plant was commissioned by General Yakubu Gowon
on March 11, 1975 with its base in kaduna.The research therefore seek to
proffer an Assessment of performance evaluation on employees in peugeot
automobile Nigeria limited (PAN) Kaduna
1.2 Statement of the Problem
The need for organization to conduct
employee performance evaluation in other to determine the quantitative
and qualitative abilities of their staffs as means of providing the
needed
Training and development to help them
improve on performance is vital for the growth and overall efficiency of
the organization. Employee job evaluation is defined as the review and
assessment of employee job performance. Many organizations maintain a
policy to systematically evaluate the performances of their employees on
a periodic basis such as annually. Some of the assessments are
conducted at the end of the year or during the employees’ anniversary
The basic objective of a performance evaluation system is to determine
an measure an employee’s equitable contribution to the basic goals and
objective of the organization, the workforce, obtain an accurate
documentation appraisal to secure both the employer and employee, and to
determine the level of quality and quantity of work produced by the
employee. Ruth Mayhew(1985)
. Therefore Performance evaluations
enhance employers with an opportunity to evaluate the contributions of
their employees to the organization, and the essential contribution to
team work and objectives. However inspite of the significance of
employee performance evaluation, some firms treat it with levity
sometimes because of the criticism of employees and sometimes because of
the stress involved in the process and often because of the
difficulties of criticizing employees with whom they are familiar
.However the significance and advantage of performance evaluations far
exceeds the challenges confronted. Therefore it is essential to adopt
and maintain a suitable performance evaluation system which will require
a a standard evaluation form, standardized performance measures,
policy for delivering feedback, and procedures for disciplinary action,
performance evaluations therefore set the required standards for
employee performance ,enhance staff promotion, and motivation as well as
promote effective communication in the organization. Consequently the
problem confronting the research is to proffer an Assessment of
performance evaluation on employees in Peugeot automobile Nigeria
limited (PAN) Kaduna
1.3 Objectives of the Study
To determine the relevance of performance evaluation on organization employees
To proffer an Assessment of performance evaluation on employees in Peugeot automobile Nigeria limited (PAN) Kaduna
1.4 Research Questions
What is the impact of performance evaluation on employees
What is the relevance of performance evaluation on employees in Peugeot automobile Nigeria limited (PAN) Kaduna
1.5 Significance of the Study
The research seek to reaffirm the need for organization to conduct employee performance evaluation
To determine the quantitative and qualitative abilities of their staffs as means of providing the needed
Training and development to help them improve on performance.
1.6 Research Hypothesis
Ho The impact of Performance Evaluation on employees in Peugeot automobile Nigeria limited (PAN) Kaduna Is low
Hi The impact of Performance Evaluation on employees in Peugeot automobile Nigeria limited (PAN) Kaduna Is high
1.7 Scope of the Study
The study focuses on the Assessment of performance evaluation on employees in peugeot automobile Nigeria limited (PAN) Kaduna
1.8 Limitations of the Study
The study was confronted with some constraints as logistics and geographical factors.
1.9 Definition of Terms
PLANNING
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Planning places obligations on the
supervisors to set performance standards and goals so as to provide
direction to the employees in the channeling of their efforts toward
achieving the goals and objectives of the organization. Consequently
Performance planning leads to a Performance Plan.
MONITORING
Monitoring must be carried out
systematically the give direction to employee performance. Therefore the
supervisors are expected to monitor assignments and projects, measuring
performance and the provision of feedback to employees on a regular
basis.
DEVELOPING
Developing is aim at determining the
developmental needs of employees so as to elevate employee’s level of
performance through training, higher responsibility and the introduction
of new skills.
EVALUATION
Evaluation/Assessment is the process
whereby the supervisor assesses or appraises the employee’s performance
with a view to determining the employees’ qualitative and quantitative
ability and contribution to the goal and objective of the firm and to
provide feedback to help the employee improve performance.
REWARDING
This involves the recognition of the
employees’ contribution towards the fundamental objectives of the
organization individually and as a member of a team