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Effects Of Appraisal System On Employees’ Productivity
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1.2 Statement of the Problem
The quest for methods to motivate
employees and thereby improve productivity in the organisation has for a
long time been influenced by persisting fiscal constraints and
declining employee productivity. Salaries and Remuneration Commission of
2014 report shows that the current declining productivity levels
experienced in the workplace is as a result of low executive commitment
to performance appraisal systems, absence of rigor, objectivity and
continuity in the administration of the system, non-linkage of the
process to an enforceable reward and sanctions mechanism, non-linkage of
the system to staff development, and lack of effective monitoring,
annual reporting and feedback mechanisms. The end result of this failure
has been the inability of the organisation to measure and evaluate the
performance of their workers.
The process of appraising the
performance of employees in Nigerian organizations is often vague, the
areas of performance for which an individual is responsible are often
unclear and evaluations are often not based on actual performance but on
the perceptions and judgment of an employee’s immediate boss.
Therefore, an ill-conceived and ill-considered appraisal system could
create tensions in the organization.
In a sum, there are lots of
problems associated with effective performance appraisal which includes
untrained supervisors/managers, lack of effective metrics, inconsistent
rating of employees, unreliable reward systems. It is on this premises
that the study seek to know the effect of performance evaluation system
on employee productivity.
Many of the studies on the impact of
appraisal system on employee productivity were done outside Nigeria.
These studies particularly focus on the public sectors. Research on
appraisal system and employees’ productivity are very few. In Nigeria,
most of the available studies aboutappraisal system were also
theoretical studies whose findings were subjectively based on
researchers’ personal opinions. It is noted that the past studies did
not give adequate attention to the impact of appraisal system on
employees’ productivity, as well as highlighting effectiveappraisal
strategy that can stimulate better organization performance. Hence, the
undertaking of this research work will fill in the gap by critically
exploring the effect of appraisal system on employees’ productivity with
a special reference to Cadbury Nig Plc.
1.3 Objectives of the Study
The
main objective of the study is to examine the impact of appraisal
system on employee productivity. Other specific objectives shall
include:
a) To examine the relationship between performance appraisal system and employee performance.
b) To explore the nexus between periodic assessment and employees commitment to work
c) To examine whether performance appraisal reveals employees’ actual strengths and weaknesses in the organization
d) To examine the methods adopted in Cadbury Nig Plc to measure employee performance.
e) To suggest ways by which appraisal system could be used to enhance employee productivity.
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