THE IMPACT OF EFFECTIVE PERFORMANCE APPRAISAL ON EMPLOYEE PRODUCTIVITY (A CASE STUDY OF MTN NIGERIA)

ABSTRACT

This study investigated the Impact of Effective Performance Appraisal on Employee Productivity as practiced in MTN Nigeria PIc. and to examine whether accurate bases of instrument are used in the process of appraising employees with aim to discover whether effective performance appraisal is tied or has positive relationship with productivity.

Descriptive research design survey used to carry out the conduct of the research, sample random technique was used to select the respondents for the interview, with the sample size of (80) eighty respondents. Simple percentages and Chi­-square was employed to analysis the collected day from the respondents.

The researcher was able to find out that:

• Performance appraisal do exist in the company under study
• Closed system of yearly performance appraisal
• Performance appraisal positively affect the attitude of employee toward work but may not necessarily increase productivity
• That employee performance appraisal does not necessarily lead to organizational productivity.

TABLE OF CONTENT

Title page

Certificate

Dedication

Acknowledgement

Abstract

Table of content

CHAPTER ONE

1.1        Introduction

1.2        Statement of study

1.3        Objectives of study

1.4        Research questions

1.5        Purpose of the study

1.6        Significant of the study

1.7        Statement of hypothesis

1.8        Scope of the study

1.9        Historical background of MTN

1.10     Research methodology

1.11     Definition of terms

1.12     Limitation of the study

CHAPTER TWO

2.0     Introduction

2.1     Meaning of performance appraisal

2.2     Phases of performance appraisal

2.3     Purposes and objectives of performance appraisal

3.4     Objectives of performance appraisal

2.5     Types of appraisal

2.6     Methods of performance appraisal

2.7     Who should evaluate

2.8     Problems in performance appraisal

2.9     Benefit of performance appraisal

2.10   Implications of performance appraisal for management

CHAPTER THREE

3.1     Introduction

3.2     Sample and sampling procedure

3.3     Population of the study

3.4     Procedure for data collection

CHAPTER FOUR

4.0     Introduction

4.1     Data Presentation

4.2     Data Analysis

4.3     Hypothesis testing

4.4     Summary of the analysis

CHAPTER FIVE

5.0     Introduction

5.1     Summary of findings

5.2     Conclusion

5.3     Recommendation

5.4     Recommendation for furthers studies/research

          References

          Appendix

CHAPTER ONE

INTRODUCTION

1.1    BACKGROUND OF THE STUDY

The objective of every organization apart from providing goods and services and making profit within the environment that they operate is to also have an efficient and effective manpower or human resources. It is a well developed, efficient and effective manpower that will help in achieving its objectives. The survival of most organization depends on its ability to take stock of its manpower with regards to its present performance, likes, dislikes, strength, failure, expectations of every individual or employee and also his her potential for growth.

According to Obisi (1996), in today’s ever competitive economy characterized by risk-taking, organizations, must survive, and the key to such survival is a revitalized human resources. Neither billions of Naira nor the state of the art technology and machines can do the miracle if human resource is neglected and forgotten. Employees who have what it takes, he continued: skills, talents, capabilities, experience, qualification, and genuine work culture, who are problem solvers, are not readily available. It is necessary, that organizations nurture, nourish, and develop its human resources through performance appraisal, performance counseling, potential appraisal and performance review.

According to Koontz et al (1982), knowing how well an employee performs is really the only way to ensure that those occupying the managerial positions are actually managing effectively. For, if an organization is to reach its goals effectively and efficiently, ways of management performance must be found and implanted. Thus, they opined that organizations need to adopt the best method of preference decisions about employees so as to get the maximum benefit from their use that will eventually lead to their achieving their objectives.

Furthermore, Pigors and Myers (1982) advised that systematic performance appraisal should be adopted as a means of helping supervisors to, evaluate the work of each employee. The appraisals, they opined, should be most frequently used as a basis for selecting candidates for promotion to jobs and for making “merit” increases in salaries. They also believe that appraisals are useful as a check on the success of recruitment, selection, placement, and training procedures and generally for employee productivity.

Thus, it is this influence of performance appraisal on the overall employee productivity with emphasis on MTN Nigeria Communications PIc that the present researcher wishes to undertake.