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.
Given the issues raised above, the researcher is prompted to conduct a study on the usage of staff performance appraisal as a measure of increased productivity.
The Objectives of the Study
The study’s aims are as follows.
Learn about the effectiveness of performance appraisal in measuring productivity and its significance in organisations.
To investigate the issues linked with the performance appraisal process.
Significance of the Study
The study is expected to have significant implications for the corporation, the general public, and other scholars.
The study would provide important information to the organisation in making critical decisions regarding a good and effective performance appraisal exercise by applying the information provided in this research effort.
This will lead to higher productivity, enhanced performance, management training and development, performance assessment, and the identification of potential through performance appraisal.
It is also predicted that the government, which owns a portion of the corporation, will gain from the study, diminishing or minimising its influence over top management throughout the personnel evaluation exercise programme.
This endeavour would also help the company’s management do additional research. Students in higher education would find the work very beneficial to their academic work.
1.5 Hypothesis.
HO – A good performance appraisal allows the organisation to assess an employee’s most recent attitude and job performance.
H1 – A decent performance appraisal does not assist the organisation in evaluating an employee’s most recent attitude and job performance.
H0 – The performance appraisal exercise provides a systematic way to separate compensation increases and promotions.
H0 – A superior encounters a serious challenge when appraising his subordinates.
H1 – A superior encounters no big problems when appraising his subordinates.
1.6 Theoretical Framework
Knowing that the word performance appraisals refers to all of the formal methods used in working organisations to assess the personalities, contributions, and potential of group members.
It is consequently important to understand the components that are frequently present in an appraisal system. Inyang (1999:62-63) wrote extensively about the contents of an assessment system, stating that managers are responsible for determining the contents, critical criteria, or variables to be examined in an appraisal system.
Job analysis is typically used to determine the nature and content of the work to be done by the employee, as well as his job responsibilities.
According to P.S. Roa and V.S.P. Roa. Personnel and Human Resource Management: Text Cases and Game elements or traits to be appraised may take the form of contributions to organisational goals such as increased output, cost savings, return on capital, and so on. Other measurements are based on:
The purpose is to measure observable physical acts and results.
Objectives that measure job-related results, such as the quantity of sales recorded and deposits mobilised.
1.7 Definition of the Key Concepts
Some of the terminology used in this study effort need to be defined so that others who read it can understand them.
Performance appraisal
In the context of this research, staff performance evaluation can be defined as a formalised and recorded review of how an employee performs his job over a certain time period, such as monthly, quarterly, half-yearly, or annually.
Productivity
This is defined as the measure of how well resources are brought together in organisations and used to achieve a set of goals. It achieves the maximum level of performance with the least amount of resources (Nwachukwu 1988).
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