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The Role Of Performance Appraisal In Human Resources Management
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CHAPTER ONE
INTRODUCTION
1.0BACKGROUND OF STUDY/OVERVIEW
In every organization effective use of human resources require a
complete knowledge of employees capabilities and effective record
system. To achieve this objective, it has become necessary to regularly
take stock of the experience and exposure levels of employment. This
could be done with the aid of performance appraisal. Performance
appraisal could be defined as the process of measuring necessary level
performance of organization members. It is one of the delicate issues in
human resources management because an employee overall success in an
organization depends largely on the outcome of performance appraisal. It
is pertinent to state that some bosses take advantage of this to
undermine the prospect of employees they line. Thus a proven performance
appraisal system linking organization and employees goals is of
paramount important because it can serve development tool to counsel and
motivate employees.
Furthermore, it could as well
assist employees to understand what is expected of them in a job and
where they fit into an organization. The fact is that the scarcely few
employees who would not like to know what exactly their manager thinks
of their performance makes performance appraisal a controversial
subject. In small organization with few employees, the level of
interaction between the manger and the employees is close that employees
generally know how their boss thinks of them.
However,
in large organization such as “UNITED BANK FOR AFRICAâ€, the degree of
interaction is remote. Many employees find it difficult to precisely
know what their manager thinks of them. In contemporary atmosphere of
world wide recession and especially in Nigeria, of down right economic
growth characterize by massive unemployment and increasing number of
employee redundancy, this organization (including united bank for Africa
PLC) which are holding their own are likely to be much more interested
in maximizing the effective use of existing personnel than having new
staff. It follows therefore, that if performance appraisal is properly
utilized. It could go a long in assisting in the management of the bank
in human resource planning and development.
1.2 STATEMENT OF THE PROBLEM
Most organization are quite interested in determining the quality and
level of performance of their employee in assessing the potentials they
demonstrate for future development, and in identifying areas of weakness
that may require assistance and training. The process of appraising the
performance of employees is made difficult by the fact that criteria of
effective and ineffective performance and frequently difficult to
define, the areas of performance for which an individual is responsible
is often unclear and evaluation tends to be base not in measurement of
actual performance, but on the perception and judgment of immediate
boss.
Some of these vague, ambiguous and judgment characteristics of
performance appraisal in an organization are unavailable because of the
complexity of managerial jobs and the difficulties inherit to clearly
concrete criteria of effective performance. At the same time, vagueness
ambiquity. Associated with the appraisal process can be attributed to
inadequate attention being paid by organization to the design and
functioning of its performance appraisal doubtful of the extent to which
the employees UBA are usually satisfied after the appraisal exercise.
This is because instances abound where a staff has spent over nine (9)
years or one past without promotion. One is tempted therefore to
conclude that; performance appraisal is not so effective in assisting
management in selecting the first people for advancement.
Further, it
appears that general feeling among the UBA staff is that performance
appraisal is not achieving the desired objective. This implies that all
is not well with the way performance appraisal is being conducted in
UBA. Beaming in mind that the instable nature of human beings and the
fact that they constitute the most difficult variables for managers to
predict and control, the researcher study will endeavor to examine the
performance appraisal system of its pros and cons will assist the
management to define effective and result oriented performance
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ABSRACT - [ Total Page(s): 1 ]Due to the important role played by human resources in the achievement of organizational objectives and also the insufficiency and lack of effectiveness in achieving goals, the researcher interest prompted the need to investigate into the role of performance appraisal in human resources management in the united Bank for Africa. The study covers management staff, supervisor, clerks, messenger. The researcher also made use of various authors knowledge with those whose initiative relates to the pro ... Continue reading---
