EMPLOYEE PERFORMANCE APPRAISAL AS A STRATEGY TO MANAGEMENT
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EMPLOYEE PERFORMANCE APPRAISAL AS A STRATEGY TO MANAGEMENT
CHAPITRE ONE
1. INTRODUCTION
It is critical for any company or organisation to prioritise the welfare of its employees since no organisation can exist on ideas unless humans put those theories into practise. When a person is hired by an organisation, he or she is provided a guide, a rule, and a regulation to ensure that his or her effort and performance are directed towards one channel, which is the organization’s aims.
As well, management expects high performance and corporation from the employee who is given incentives by given remuneration, but when the things expected by both management and employee are not far fetched, there exists a phenomenon that raises the management’s eye brow to ask what is a miss.
This research paper deals with the phenomenon known as “Employee performance appraisal as a management strategy.”
1.1 GENERAL BACKGROUND TO THE STUDY
NITEL, Nigeria’s first and only indigenous network provider, was formerly known as post and telegraph communication. It was founded during the colonial era.
The Nigeria Telecommunications Limited (NITEL) is a federal government-owned company that provides public telecommunications services in Nigeria. It began operations as a company in 1985 as an amalgamation of the default P & T Department’s telecommunications Division and the Nigeria External Telecommunications Limited (NIT), and now employs approximately 11,000 people.
Following a tripartite agreement between NITEL, the government, and the Technical Committee on Privatisation and Commercialization (TCPC), it was commercialised in 1992. NITEL pioneered mobile telecommunications services in Nigeria the same year, which was later excised from the firm to become M-Tel in 1996.
M-Tel was resurrected, and the resulting conglomerate was divided into three directorates, all of which reported to the corporate headquarters. There were directorates for long-distance communications and domestic communications.
In April 2003, M-Tel was once again dropped from NITEL. M-Tel became legally, administratively, operationally, and financially autonomous as a result of the excision, but it remained completely owned by and a full subsidiary of NITEL. The company has a six-zone structure, which is as follows:
(a) Lagos zone, with its headquarters in Lagos.
(a) North West Zone, with headquarters in Kaduna
(c) North East zone, with headquarters in Bauchi.
(d) South East zone, with headquarters in Enugu
(e) South West zone, with headquarters in Ibadan
(f) The Central Zone, with headquarters in Abuja.
Each Federation state, as well as the Federal capital, represents a territory. Lagos, on the other hand, is divided into regions due to the volume of activity in the city.
As part of the federal government’s fully commercialization programme, NITEL Limited is more devoted than ever to providing efficient, dependable, and cost-effective telecommunication services on a national and international scale. These goals have remained the fundamental principles around which the company’s activities are built.
NITEL currently has approximately 800,000 telephone lines and approximately 13000 telex lines in its network. With the introduction of a digital system into the network in 1990 and the start of GSM operations by M-Tel, its subsidiary, the total installed capacity of telephone lines is expected to reach three million next year. There are around 450,000 lines, with 80% of transmissions being digital.
Following another triparty agreement between the Bureau of Public Enterprises (on behalf of the National Government), NITEL’s management was contracted to Messers Pentascope International in April 2003. Pentascope International and NITEL.
This contract is for three years, during which time pentascope international will turn around NITEL’s operational, technical, financial, and administrative fortunes for the benefit of the company’s customers, shareholders, and stakeholders.
NITEL’s full business plan was authorised in the fourth quarter of 003. The programme is a blueprint for turning around the company. Components of this programme are already in place.
Some of them include a new organisational structure for the firm’s investment in numerous projects that, when completed, will generate significant revenue for the corporation, as well as an intra-industry strategy of cooperation, mutual understanding, and national cohesion.
NITEL Limited has continued to meet the Federal Government’s expectations by enhancing its achievements in the effective administration of its operations and network. The company has solidified its corporate existence and is well on its way to offering adequate effective, contemporary, and viable telecommunications services for the development of the nation.
This motivation, which is one of management’s functions, is aimed at stimulating workers; thus, the personnel management department of any organisation conducts appraisals to determine the extent to which they have stimulated workers or employees in an organisation towards achieving the organisational main goal.
According to Abraham Mashow and Douglas McGregor, who are known for their motivational theories, an employee comes to work to receive both intrinsic rewards such as recognition, esteem, and self-fulfillment as well as extrinsic rewards such as promotion,
improved working conditions, and adequate remuneration. It may appear plausible to claim that only pay raises inspire subordinates, yet this is a blatant lie.
We intend to utilise this study to investigate the employees’ motivational techniques at NITEL Limited in order to determine what the employees in this company want from their jobs and how best their expectations may be satisfied in order to motivate them to higher performance, which leads to higher production.
1.2 PROBLEMS IN CONNECTION WITH THE SUBJECT MATTER
When the topic of motivation is brought up, one question constantly comes to mind. That is, why is it that self-employed Nigerians are constantly highly motivated to create more whereas public sector employees are rarely responsive to motivation?
It has also been noticed that the performance of private firm personnel is far superior to that of public company employees. All of these inquiries and observations centre on the phenomena of motivation.
The aforementioned issue exacerbates the Nigerian economy and NITEL Ltd. In particular, however following this research work, a remedy will be implemented.
In response to the preceding question, different psychologists and social scientists proposed various ideas on motivation, such Abram Maslow’s theory of motivation and Herzberg’s popular theory. “motivation Hygiene factors” . Theory x and Theory Y.
It is unfortunate that many Nigerian managers and workers are unaware of the importance of motivation and its effects on personnel.
1.3 PROBLEMS WITH WHICH THE STUDY WILL BE CONCERNED
Employees’ performance issues An organization’s productivity is affected by appraisal encounters. Over the years, business organisations have fought hard to eliminate the issues that occasionally overwhelm managerial advancement in company organisations, particularly NITEL Ltd. These are the issues:
Favourtism
The quota system in Nigeria
Financial concerns
Domestics are a problem.
Ignorance of the impact of one’s efforts on organisational goals attainment
This issue is also linked to the research question and will take use of the same possibilities to debate it.
RESEARCH QUESTIONS:
Why is employee performance evaluation required in an organisation?
What effect can it have on an organization’s progress?
Is there any theoretical support and context for employee performance appraisal?
Can we get by without Employee Performance Appraisal?
Concerning why employee performance appraisal is required in an organisation, both charitable and non-profit organisations have failed due to insufficient employee performance appraisal.
Employee Performance Appraisal is required in an organisation to either motivate or remind employees. NITEL Ltd. evaluates its employees yearly, and hardworking employees are promoted and given incentives as a result of the evaluation.
1.4 THE CRITICALITY OF STUDYING THE AREA
This study aims to highlight the many approaches and methods that NITEL LTD employs to ensure that their employees are affected, as well as to reveal some of the services that NITEL LTD employs to encourage employees.
If there are opportunities for advancement and training, employees will feel more connected into the organisation and will work harder to achieve the company’s corporate goals.
We must emphasise that humans are not robots, and their performance is heavily dependent on their staff of body and spirit working together. As a result, this study seeks to show the prospects of the personnel in the company under examination, as well as their contribution to the organization’s improved performance.
The personnel department in any organisation handles a variety of tasks such as hiring workers, sourcing for workers, remuneration of workers, welfare, training, lay-off, and many others.
However, in this research work, we are concerned with the performance appraisal duty, which in reality uses all of the other functions to achieve its goals.
This research study focuses on the management reasons for using employee performance appraisal, which is done on a timely basis to identify and close worker and management gaps in order to avoid liquidation and failure.
This paper will investigate the ways used by NITEL LTD. management to motivate and stimulate employees to operate very successfully and efficiently, as well as the tools they utilise to do so.
1.5 IMPORTANT DEFINITION OF TERMS.
EMPLOYEE: A person who works for and is paid by an employer and is directed and controlled by that employer.
PERFORMANCE: Is execution, carrying out, carrying into action (the act of performing; of doing something successfully, employing knowledge as opposed to merely possessing it, they criticised his performance as big”)
APPRAISL: A method of comparing a company’s performance to that of others in the same industry. Financial studies are conducted, and comparative benchmarking is performed for this reason. The value of a business can also be determined using these industry insights.
STRATEGY: Is the long-term direction and scope of an organisation; it achieves advantage for the organisation through its resource configuration within a demanding environment, to fulfil market needs, and to meet stakeholder expectations.
MANAGEMENT: The act of managing something, he was given general programme management” Is the direction of the economy a function of government?”
NITEL stands for Nigerian Telecommunications Limited.
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