PERFORMANCE APPRAISAL AS A TOOL FOR ENHANCING ORGANIZATIONAL PRODUCTIVITY

INTRODUCTION In any evaluation of the condition necessary for the growth and survival of an organization, the role of performance appraisal is a strategic factor. It is believed that both the individual and the organization need to know how well actual performance is contributing to the accomplishment of the job plans, the staffing plan, and ultimately the overall strategic plan of the organization. In addition, the individual employee requires feedback relative to his or her own goals development, as well as that relative to management’s expectations. Performance appraisal is a formal and systematic assessment of an employee to determine the degree to which the employee is performing his/her job effectively. It is usually made in a prescribed manner of specific intervals such as quarterly, bi-annually or even annually. Each employee at one time or the other wants his immediate boss or more still his employer to assess his on-the-job performance, and where necessary give him guidelines or advice for improving his efficiency.
CHAPTER ONE INTRODUCTION 1.1BACKGROUND OF THE STUDY 1.2STATEMENT OF THE PROBLEM 1.3OBJECTIVES OF THE STUDY1.4STATEMENT OF HYPOTHESIS1.5SIGNIFICANCE OF THE STUDY1.6SCOPE OF THE STUDY1.7LIMITATION OF THE STUDY1.8HISTORICAL BACKGROUND OF THE CASE STUDY1.9DEFINITION OF TERMS
CHAPTER TWOREVIEW OF RELATED LITERATURES2.1INTRODUCTION2.2PRINCIPLES GUIDING PERFORMANCE APPRAISAL2.3CONCEPT OF PERFORMANCE APPRAISAL2.4OBJECTIVE OF APPRAISAL2.5APPRAISAL PROCESS2.6ADMINISTERING AN APPRAISAL PLAN2.7METHODS OF APPRAISAL2.8APPRAISAL INTERVIEW2.9RESPONSIBILITY FOR DECREASED AND INCREASED PRODUCTIVITY IN RELATION TO PERFORMANCE2.10IMPLICATION OF PERFORMANCE AND PRODUCTIVITY IN MANAGEMENT
CHAPTER THREERESEARCH METHODOLOGY3.0INTRODUCTION3.1RESEARCH DESIGN3.2RESEARCH POPULATION3.3SAMPLE SIZE AND SAMPLING TECHNIQUES3.4METHOD OF GATHERING DATA3.5JUSTIFICATION OF METHOD USED3.6METHOD OF DATA ANALYSIS3.7JUSTIFICATION OF INSTRUMENT USED