USE OF STAFF PERFORMANCE APPRAISAL AS MEASURE FOR INCREASED PRODUCTIVITY
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USE OF STAFF PERFORMANCE APPRAISAL AS MEASURE FOR INCREASED PRODUCTIVITY
1.1 Introduction
This research study looks at how Peacock Paints Limited in Akwa Ibom State’s Etinan Local Government Area uses staff performance appraisal as a metric of increased productivity.
Employee performance cannot be separated from salary. Employers must continuously design strategies to improve performance, identify training gaps, and assess the possibilities for employee progression within their organisations.
According to (Inyang, 1992:12), performance evaluation can be characterised as a systematic, periodical, and, to the greatest extent feasible, unbiased rating of an employee’s proficiency in matters relevant to his current job and the possibility for advancement.
It can also be defined as the method by which the appraiser evaluates an individual worker’s efficiency in performing his duties and responsibilities over a given period using predetermined performance standards or established goals mutually agreed upon by the employee and his supervisor.
Because of the importance of performance rating exercises in corporate organisations, rules are put in place to monitor morale, in part by looking for and examining indications of low morale, and in part by performing special inspections of current morale at regular intervals.
Managers that genuinely want to keep morale high are likely to be worried about any signs of employee dissatisfaction or feeling. Work stoppages, slowdowns, exceptionally high levels of absenteeism or tardiness, as well as workforce turnover and productivity restrictions, are among the most commonly stated indications of poor morale.
Performance appraisals are an important management technique for determining employee efficiency or inefficiency. The company’s management expects higher employee productivity.
As a result, this study will place a strong emphasis on the numerous ways in which performance appraisal can be utilised to measure increased productivity.
Statement of the Problem
It is a fallacious argument to claim that Peacock Paint Limited is devoid of problems caused by low productivity and inadequate worker performance review.
Poor performance appraisal has caused numerous issues in the workplace.
There is a lack of interest in the job, which sometimes results in industrial discontent.
Promotion within the organisation cannot be considered to be entirely free of nepotism, tribalism, and sentiment. One of the issues could be the entrance of office politics during the performance review process; persons may be promoted beyond their professional ability as a result of office politics, bias, external influences such as quota systems, federal character, and godfather syndrome.
All these issues have made annual performance review of staff rating become irrelevant, and political appointment does not help matter with all these concerns. Having an effective staff rating brings with it productivity issues.
Whatever the company produces today, it is founded on a fair and adequate appraisal and compensation for all employees based on their morale. The truth is that some employees feel mistreated, marginalised, deprived, negligent, and frustrated. Poor performance appraisals can lead to low employee morale.
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