A MANAGEMENT TOOL FOR MEASURING PRODUCTIVITY
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A MANAGEMENT TOOL FOR MEASURING PRODUCTIVITY
Chapter one
INTRODUCTION
1.1 Background of the Study
Human resources must be evaluated in light of the organization’s goals, and it must be recognised that a manager’s role is to produce results through the efforts of others. In other words, a manager inspires his men to work in such a way that the predetermined results can be achieved.
The purpose of this study was to investigate how employee performance appraisal can increase productivity and human resource development, to investigate various employee techniques, and to examine the general guidelines for an effective appraisal problem at Anchor Insurance Limited in Uyo, Akwa Ibom State.
According to Nwachukwu (2007), the purpose of performance appraisal is to provide information for an employee’s promotion, transfer, compensation, training and development, and discharge.
According to Ubeke (1975, P230), the exercise necessitates collaboration and long-term effort on the part of both the manager and the individual under him.
As a result, the first responsibility of managers is to determine the primary goal of their development within the framework of the cooperative objective.
Despite the multitude and complexity of many training and educational programmes, the majority of development occurs on the job (Flippo, 1980, p 203), but such development
according to him, is graded and less successful if the appraised and feedback information concerning his/her quality of work. In general, according to Flippo (1989 p. 230)
It can be claimed that the decision is among the following possible approaches:
(i) A casual, unstructured, and frequently haphazard evaluation.
(ii) The traditional and extremely methodical measure of
(a) Employee characteristics.
(b) Employee contribution to characteristic
(c) Mutual governance through performance-based management.
As a result, with a strong review and appraisal system, those who make the greatest contributions will be suitably rewarded, and the right people will be promoted to positions of greater responsibility.
(Ubeke 1975, p. 239). Appraisal can thus be defined as the observation and evaluation of an employee’s work behaviour or the outcome of such behaviour by one person, typically the employee’s supervisor.
1.2 Statement of the Problem
The difficulty with performance appraisals as a management tool for assessing productivity 15 is that inadequate training and development of employees in an organisation leads to bad performance in the workplace, which reduces the productivity of that organisation.
The difficulty of performance appraisal is evident because performance is concerned with human personnel operating in the construction system to achieve the organization’s desired productivity levels.
Most of the time, when employees are adequately trained, it affects the organization’s productivity. In other words, a lack of technical or specialised staff in an organisation reduces productivity, degrades the organization’s resources, and such a company cannot meet the challenges or keep up with what other competitors achieve. Training and development are, without a doubt, important sources of solutions to performance problems.
These will undoubtedly solve the difficulties; for example, an organisational chart and a task distribution chart can both increase performance.
Appraisal must include objectives in order to improve performance and develop human resources.
Certain fundamental concerns must be addressed, such as whether the staff was provided adequate tools to work with.
1.3 Goal of the Study
As previously said, evaluation serves as the foundation of management tasks such as compensation administration and decision making. Loyalty, advancement, and training.
Appraisal, on the other hand, is a crucial method for management to use in articulating performance goals and standards in order to motivate future individual achievement.
The objective of this study is to:
(a) Investigate how performance appraisal might increase performance and human development at Anchor Insurance, Uyo.
(b) Investigate various employee appraisal procedures employed in the firm for research.
(c) Discover the technique used to implement performance at Anchor Insurance Company in Uyo.
(d) Discover the advantages of appraising a workforce at Anchor Insurance Company, Uyo.
(e) Educate the management on how to appraise and evaluate employees in the organisation to boost productivity.
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