AN APPRAISAL SYSTEM FOR ACADEMIC STAFFS
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AN APPRAISAL SYSTEM FOR ACADEMIC STAFFS
INRODUCTION IN CHAPTER ONE
1.1 BACKGROUND OF THE STUDY
This appraisal technique, in its most basic version, asks the student to access an individual’s qualities, flaws, potentials, and so on.
Most selection circumstances, particularly those involving professional roles, place a high value on performance evaluations from staff lecturers or associates.
There are various issues with the current manual system in this method that will be addressed in this design. In the form of a two-way communication link between university employees and employers, the performance rating system has taken on a new shape and nature.
Proper communication between the assessing authority and the individual being appraised is critical for getting all of the necessary information from the employee.
A performance rating system based on a free and unrestricted approach would produce the desired data and assist the university in being productive.
To achieve the desired goals, the performance appraisal system should be realistic and impartial, with a focus on corrective actions. As a result, it necessitates deft handling.
1.2 STATEMENT OF THE PROBLEM
In certain institutions, performance reviews are largely given to staff who are up for a promotion. This attitude has harmed the credibility of the assessment system,
which in normal conditions should have been conducted on a regular basis on all personnel in order to assess their respective performance and improve where appropriate.
As a result, worker performance has suffered significantly, thus impacting the service’s production and efficiency. Again, there are many laxities on the part of university employees since they assume no performance measurement and it is applied, so they work at their own pace.
As a result, the design’s objective is to analyse the university’s existing performance appraisal system on staff performance. Specifically, the institution’s academic staff, and build a more structured framework.
Despite the fact that some respondents accepted the surveys, some of the places offered were left incomplete, and some will be missing in comparison to this electronic technique.
1.3 AIM AND OBJECTIVES
The appraisal system design objectives are divided into general and particular objectives.
1.3.1 The General Objectives
The study’s overarching goal was to assess the Crawford University Service’s performance appraisal system and its impact on employee performance.
1.3.2. Specific goals
The following are the study’s particular objectives:
To put in place a structural grading system using an electronic questionnaire.
Create a password-protected, secure, and confidential appraisal system and database.
To provide a system for evaluating and analysing data for decision support.
1.4 SIGNOIFICANCE
Because of its enormous value to organisations today, performance appraisal systems have become a very important tool. As a result, there is a requirement to create and analyse the system on employee performance at the institution.
As a result, the research will assist the university senate, the dean of academics, professors, and even students in identifying the need for regular performance reviews in schools.
Again, the research is designed to help school administrators understand the specific training and development needs of their employees, as well as the importance of inspiring them.
Furthermore, the research is designed to assist university administrators in identifying the strengths and weaknesses inherent in performance appraisal and how to enhance the system.
Finally, the design is intended to serve as a scholarly achievement for students who may have the opportunity to conduct additional research on the performance rating system.
1.5 SCOPE OF THE STUDY
The research aims to offer additional insight on Crawford University’s current performance rating method. As a result, the design of the assessment system includes the evaluation of academic staff at the university.
1.6 LIMITATIONS OF THE STUDY
Inadequate internet access
Obtaining the correct source code for system development.
Unconditional funding for the project
1.7 METHODOLOGY
For the purposes of this project, C++ would be utilised as the system’s source code, with an implemented template for the graphical user interface, HTML for the implementation of the user interface end, and SQL for the database.
1.8 DEFINITION OF TERMS
Performance appraisal is the process of evaluating an employee’s or a group of employees’ performance and progress on a specific job, as well as his or her potential for future development.
A database is a structured collection of data stored in a computer for quick access and retrieval.
PHP is a server-side scripting language that was created.
MY SQL is an open source relational database management system.
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