ABSTRACT
This research work is aimed at knowing the effect of performance evaluation and its effects on employees’ efficiency using Michelin Rubber Estate as a case study.
Every organization is designed and exists for a purpose and it is only when this purpose is attained that the survival of the Business is guaranteed and the corporate goal is achieved too. Knowing what we want to do is the critical step in knowing what we must do. The first pre-requisite for performance therefore is knowing the goal which the organization is out to achieve and based on this premise, standards are set for the employees to meet. But whatever motive behind any organization, the actualization of it lies on the human factor on the job and so human beings cannot be treated in the same manner like other resources. Based on this fact, there must be a basic and scientific way of measuring employees’ performance appraisal is a means by which managers and their staff can discuss key issues in a systematic manner and thereby ensure that both work for the accomplishment of the corporate goal.
TABLE OF CONTENTS
Title page i
Certification ii
Dedication
Acknowledgement iii iv
Abstract table of content v
CHAPTER ONE vi
Background 1
Statement of problems 4
Objectives of the study 4
Research questions 5
Significant of the study
Scope of the study 6
Limitation of study 7
Definition of terms 8
CHAPTER TWO
literature Review 11
relevant theoretical foundations how to appraised performance 16
who should appraise 17
what employee need in relation to job 18
key factor in marketing effective performance appraisal 20
Acting on appraisal 21
Stages in performing appraisal 23
Six elements of performance appraisal 24
Objective of performance appraisal in organization 25
Feedback in appraisal system 37
Common error of employees appraisal system 38
CHAPTER THREE
RESEARCH METHODOLOGY
Research methods and sources of data 45
Population of the study 46
CHAPTER FOUR
Data presentation, Analysis and Discussion 47
Data Presentation and Analysis of Sample subject 47
CHAPTER FIVE
SUMMARY OF FINDINGS, RECOMMENDATION AND CONCLUSION
Summary of Findings 53
Conclusion and recommendations 55
Suggestions for further research 57
Appendix 59
References 62
CHAPTER ONE
1.1 BACKGROUND
Performance appraisal is perhaps a programme in personnel management that is very fundamental to individuals and origination growth and yet seldom given enough attention, the dictum that people make up an organization is fact universally acknowledged organization, big or small need the services of people to attain set goals.
According to Patrick A. Omoile (2005:235) performance appraisal is one of the method by which management can ascertain that work are properly utilized by manager in achieving the co-operation objectives. This personnel department,
Appraised subordinate is not an easy task as it put the superior in an enviable position of judging his subordinates. Every manager must therefore aquire the necessary skill for performance appraisal. Appraiser must seek to perform their task with pen minds and with a view assisting staff to improve their performance. To this end, judgment and decision must be objective and devoid of bias and prejudice so that appraiser would not be seen as the accuser, prosecutor , and judge at the same time this is the time general attitude where adverse report is given about an appraisal, simply because the superior sets the targets, delegate authorities and assesses performance. Performance appraisal should not look for failures but while an employe perform exceedingly well in one area and failed in others, its potential and training needs necessary to take remedial actions that will lead to the improvement of its performance and develop its potentials.
Performance appraisal will also indicate how an employee should be rewarded.
Appraised is an evaluation of the performance of workers in their respective responsibilities. It start out with a statement of the major contributed expected from a man in his past and present position, record of his performance against these goals. Appraisal actually takes a much with what a man do. Weaknesses are seen as limitations to the full use of strength and his non-achievement, effectiveness and accomplishment.
To appraise simply means to judge the quality or find out the value of something. Michael (2001:30&), in this view referred to performance appraised as to review of employee’s performance based on objectives agreed. On this basis of the evaluation of the objective agreed, it is certain that areas of weakness and strength could be identified and improved performance taken. The concept is at time referred to as staff appraisal, performance rating, performance review and among others what ever name it is called, the main idea is that it helps to find out where the employee is compared to where he expected to be. From this perspective of the management, appraisal exercise is to identify the employee’s areas of strengths and weaknesses. The ultimate aim is to make the employee improve on its performance and eventually make it possible for the organization to achieve its goal and objectives. Further more based on the review management often taken action. Which would likely make it possible for employee to realized his expectation at works.
Charles Duke (1999:100-102) in book the effect executive in this concept of management by objective (MBO), the manager or superior sets and agreed with the employee or his subordinate, target and objectives of the department within the frame of work of corporate objectives. Each in achieving those objectives and then work toward them. Based on this premise, the employee performance ca\n be appraised to detect if he has done well enough or he has performed below the standard set.
OBJECTIVE OF THE STUDY
The study is directed toward:
Identifying the characteristics of an effective appraisals system.
Evaluate and examine performance –appraisal system in Michelin Nigeria limited, and how it relates to the efficiency of worker in the organization.
Examine how performance appraisal identifies employees subsequent remedial measures to rectify such weakness
Draw attention to the employees’ present performance in their job and the determination of fair reward (monetary and non-monetary) for them.
And recommendation as appropriates.
STATEMENT OF PROBLEMS
The annual evaluation of employees through the use of performance appraisal in almost every organization has come to stay. Since the system is becoming an essential function of human resources management, it has become necessary to assess how it is contributing to organizational growth and the development of the employees. It is against this background that this study hopes to determine the effects of the use of performance appraisal on the efficiency of Michelin Rubber Estate Employees.
More specifically, the problem which the study hopes to investigate are as enumerated below:
How can the effective use of performance appraisal be used to determine the level of efficiency and output of an employee in Michelin Rubber Estate at Utagba-Uno .
Does the use of performance appraisal effectively reflect the strength and weakness of the employee?
How does the use of performance-appraisal help the employee to achieve greater productivity?
How organization target setting, and feed back informational in Michelin rubber estate effect the management of the employees performance?
RESEARCH QUESTIONS
The following question could be identified in the study :
(1) Is there any positive relationship between performance appraisal and employee development?
(2) Does effective performance appraisal reveal employee’s weaknesses and purpose measures for correction?
(3) How can the employee achieve the improvement, and how are opportunities for development providers?
(4) SCOPE OF STUDY
The study is focused primarily on the private sector, particularly in extraction industrial. Michelin Nigeria limited was chosen because of the realization of dynamic and efficient human resources department on the believe that it provide the insight into achievement of the purpose of this study, and how to show appraised system as it. It will embrace both junior, senior and management staff categories of employees.
1.5 LIMITATION OF STUDY
A work of this nature would certainly have numerous obstacles on its way. I certainly met some .
There include the following.
PERFORMANCE EVALUATION AND ITS EFFECT ON EMPLOYEES EFFICIENCY A CASE STUDY OF MICHELIN RUBBER ESTATE UTAGBA – UNO
