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Effect Of Performance Management On Employee Performance
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The process of
measuring and subsequently actively managing organizational and employee
performance in order to improve organizational effectiveness is
currently seen as critical to the onward survival and development of
organizations (Inyang, 2008). It may be positively dangerous simply to
copy schemes used in other organizations, and worse still to copy
methods simply because it is the managerial fashion (Agarwal, Angst and
Magni, 2009). It is on this background that this research seeks to
examine the effect of performance management on employee performance
with a special reference to Nigeria Flour Mills PLC.
1.3 Objectives of the Study
The
primary aim of the study is to examine the effect of performance
management on employee performance. Other specific objectives shall
include:
(i) To examine the relationship between performance management and employees’ attitude to work.
(ii) To explore the nexus between performance management and organizational performance.
(iii)To examine whether performance appraisal reveals employees’ actual strengths and weaknesses in the organization
(iv) To examine the methods adopted in the organization to measure employee performance.
(v) To suggest ways by which performance management could be used to enhance employee performance.
1.4 Research Questions
The research project beam a searchlight on the following research questions:
a.What is the relationship between performance management and employees’ attitude to work?
b.How does performance management affect organizational performance?
c.Does performance appraisal reveal employees’ actual strengths and weaknesses in the organization?
d.What are the methods adopted in the organization to measure employee performance?
1.5 Research Hypotheses
The researcher intends to test the following hypotheses;
Hypothesis 1:
Ho: There is no significant relationship between performance management and employees’ attitude to work.
H1: There is a significant relationship between performance management and employees’ attitude to work.
Hypothesis 2:
Ho: Performance management is not a significant predictor of organizational performance.
H1: Performance management is a significant predictor of organizational performance.
Hypothesis 3:
Ho: Performance appraisal does not reveal employees’ actual strengths and weaknesses in the organization.
H1: Performance appraisal reveals employees’ actual strengths and weaknesses in the organization.
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ABSRACT - [ Total Page(s): 1 ]This study explored the effect of performance management on employee performance. A total number of three hundred and twenty (320) copies of questionnaire were administered to the respondents during the study: While three hundred and three (303) copies were properly filled and returned for the analysis. Data collected were analyzed using the statistical tools of frequency counts, simple percentage for the demographic data while the inferential statistics of Chi Square (X2) test was used to test ... Continue reading---
