Performance Evaluation And Its Effect On Productivity
[A CASE STUDY OF STAR PAPER MILL LTD. ABA]

1.3 PURPOSE/OBJECTIVE OF THE STUDY

1. To determine if there is a relationship between performance evaluation and productivity.

2. To find out the effects of performance evaluation on employee behavior.

3. To find out whether the employees of the star paper Mill are usually satisfied with the way they are appraised by their superiors.

4. To highlight whether performance rating has created a learning experience for the employees.

5. To identify performance appraisal method adopted by the organization.

1.4  RESEARCH QUESTIONS

1. Does employees feedback after evaluation has anything to do with his performance towards productivity?

2. Is the present appraisal scheme appropriate for determining employee behavior?

3. Do bosses influence performance appraisal report?

4. Do you think that performance appraisal has created a learning experience for the employees?

5. What method of performance appraisal is being used by the organization?

1.5 RESEARCH HYPOTHESIS

HYPOTHESIS 1

Ho: The performance appraisal scheme of the organization is not suitable for determining employee behaviour.

HI: The performance appraisal scheme of the organization is suitable for determining employee behavior.

HYPOTHESIS 11

Ho: The training and development needs of staff are not dependent on the performance appraisal scheme.

HI: The training and development needs of staff are dependent on the performance appraisal scheme.

1.6 SIGNIFICANCE OF THE STUDY

This research work is intended to provide the needed information for management functions, so as to enhance the increment of employee performance effectiveness in productive firms. The importance of performance evaluation to management is enormous. It enables the management to make effective decisions and correct their earlier decision relating to human resource management. The study will therefore aid the management to improve on its decision towards evaluation of workers performance.

In another development, the research, work or study will serve as a guide for the government and its agents while making policies as it affects personnel management, salary and wages administration in addition to training and development of staff to enhance performance productivity.

However, it will also help future researchers to take corrective measure while carrying out their research work. 

1.7 SCOPE OF THE STUDY

The data for this study is mostly from Star paper Mill Limited, Aba. The study is also enriched through data from related literature text books.

1.8 LIMITATIONS OF THE STUDY

I Questionnaire: The major limitation is in the use of questionnaire in terms of objectivity, truthfulness and sincerity in answering the questions. Therefore, the work was limited to answers gotten from the respondents.

II. Data gathering: there is difficulty in getting respondents to complete their questionnaires. For that reason, collection time for the questionnaire was extended to enable the respondents complete their questionnaire.

III. Confidentiality: the frequent rescheduling of interviews by top management staff and their unwillingness when interviewed to disclose some information?s on performance evaluation of the company which they considered confidential and secret also constitute one of the limitations.

1.8 DEFINITION OF TERMS

i. Performance appraisal- Performance appraisal is the systematic evaluation of the individual with respect to his performance in the job and potential for development.

ii. Productivity- Productivity may be viewed as a measure of efficiency alone at a given moment in economic development. That is, as an index of growth.

iii. Organization performance- This has to do with the achievement of success or failure of an organization. In this work however, success will be considered. 

iv. Halo-effect- The halo-effect appears where an individual has one or two outstanding good (or bad) characteristics that colour the appraiser?s judgment of the overall performance.

v. Strategy- The long term method or plan to achieve a goal. 

vi. Finance- Money to implement or execute actions or projects.

vii. Decision making- The quality of being able to make rational choice or judgments quickly and act on the firmness.

viii. Policy- A plan or course of action chosen in directing affairs 

ix. Tactic- The art of arranging ideas and its implementation in an organization. 

x. Organization- A group of people that work together in an organization to achieve a common goal.

xi. Objective- This is the goals and aims, which the organization wishes to achieve. It is a statement of planning purpose developed within any kind of business plan.

xii. Effectiveness- This is a measure of appropriateness of the goals an organization is pursuing and the degree to which the goals are achieved by the organization. It is also the ability to achieve a set goal.

xiii. Efficiency- This entails how objectives were achieved. It reveals whether the management follows the acceptable management practices and policies.

xiv. Measure- This enables the management to determine what performances because it is necessary to acquire information about it.