THE IMPACT OF PERFORMANCE EVALUATION ON WORKERS PRODUCTIVITY IN NIGERIA

THE IMPACT OF PERFORMANCE EVALUATION ON WORKERS PRODUCTIVITY IN NIGERIA

CHAPTER TWO
LITERATURE REVIEW
2.1   PERFORMANCE EVALUATION
Performance evolution has been describe as an act of determining the performance ability and subsequently rating of the employee to a particular standard. Performance evaluation has been defined by various authors in their own various ways.

Robert and John (1997) defined performance evaluation as the process of evaluating how well employees do  their jobs compared  with  a set of standards and communicating that information to those employees.

Armstrong (2006), defined performance evaluation as the formal assessment and rating of individuals by their managers as usually an annual review meeting.

“Performance evaluation is the improvement of the performance of individuals leading to improvement in performance or organization as a whole” (Mullens 1999).

Lyyord and Leslie (2004). Defined performance evaluation as the process of determining and communicating to an employee how he or she is performing on the job and ideally, establishing a plan of improvement.

Debra (2001), defined performance evaluation as the appraisal of a person’s performance in an organization.

Performance evaluation is a system of assessing employee to know their level of productivity in an organization.

Performance evaluation is operational, short to medium term and concerned only with the individual and their performance and development.

The five key elements of the performance evaluation are;

2.2   HOW TO PERFORM A PERFORMANCE EVALUATION 
Evaluation is often looked upon as something which affect only the person evaluation, but it is also a  significant influence upon the evaluation. One of its greater benefits is to encourage each manager to be more analytical and constructive thinking about his employee.

It may force  him to face up to some of his prejudices and personal dislike and to realize (under the pressure of having to record them  on paper and ban them up) that certain of his judging may be in formal unreasonable  or unfair.

One issue is what the managers basis comparison will be as he evaluate  performance of his personal.  There are at least three different  approaches. Each main work may be judged against some obstruct standard of perfect in which case, it is difficult to understand the meaning of perfect.
Secondly, each person can be compared with others in his department which means that the man whose work is poor but is making process on perhaps achieve a higher evaluation than the already on top notch worker. In the typical situation, a manager usually uses a sit of all make bases of comparisons which he evaluates, because of find it necessary to do so to give the whole picture and to be fair. The top-notch workers is recognized, but he is the poor worker.

Performance system relates to the assessment of staff or managerial performance and not to that manual workers.

There are two main categories of evaluating according to Wagne Casio (l994).

Informal evaluation:  is the motioning assessment of an individual’s performance by his managers in the normal cause of work. This kind of assessment is of and adhere nature and is as much determined by initiative feelings as by factual evidence of results.

It is natural by product by the day to day relationship between manager and subordinate.