– Performance Evaluation and Its Effects on Employees Efficiency in Nigeria –
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ABSTRACT
Main purpose of this study is to examine how employee’s performance can be appraised. The population size of the study based was three hundred and eighty five (385). The sample size use in collecting the data was sample random sampling a total of one hundred and eighty five (385) persons were chosen as the researcher sample size.
The researcher also used questionnaire method as the instrument for data collection. The research also employed design was considered appropriate for the study; it also provided three (3) research questions. The researcher also uses simple percentage method in data analysis.
This is because of its simplicity finally the researcher’s findings sates that for performance evaluation to serve as a tool for control in any company, there should be effective planning system.
The researcher concluded that any organization with the aim of productivity in order to make profits should be prepared to satisfy the employees.
This can be done by providing the means through the needs and wants can be met. The researcher further recommends that to inform and not to deform the Nigeria mineral water Limca activities should follow effective management approach to events and make sure that all his plans regarding to performance evaluation is well structured in order to ensure proper management.
TABLE OF CONTENTS
Title i
Approval ii
Dedication iii
Acknowledgement iv
Table of contents vi
Abstracts ix
CHAPTER 1 INTRODUCTION
- Background of the Study 1
- Statement of the Problem 7
- Purpose of the Study 9
- Significance of the Study 10
- Research Question 11
- Scope of the Study 12
- Definition of Terms 12
CHAPTER 2 RELATED LITERATURE REVIEW
Introduction 14
Evaluation of Training 15
Performance Appraisal as a Goal Conscious 21
Benefits of Performance Evaluation 23
Problems of Performance Evaluation 25
Solutions to the Problems of Performance
Evaluation 26
Summary of Literature Review 30
CHAPTER 3 RESEARCH METHODOLOGY
3.1 Design of the Study 34
3.2 Area of the Study 34
3.3 Population of the Study 36
3.4 Sample and Sampling Technique 37
3.5 Instrument for Data Collection 38
3.6 Reliability and Validation of the Instrument 39
3.7 Distribution and Retrieval of Instrument 39
3.8 Method of Data Analysis 40
CHAPTER FOUR DATA PRESENTATION AND ANALYSIS
Findings 46
CHAPTER FIVE SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of Findings 48
5.2 Conclusion 52
5.3 Recommendations 53
5.4 Limitation of Study 53
5.5 Suggestion for Further Research 55
References 56
Appendix 57
Questionnaire 58
INTRODUCTION
It is a very clear fact by both definition and common understanding that every organization is formed for an objective.
Through two objectives may be profit or nonprofit commonly for any organization to succeed, the efforts of its employees must be directed towards the realization of their individual set objectives.
The efforts of each of the employees or group of employees in each organization may be directly or not and normally varies in degrees and relevance to the corporate objective, but should not for any reason be rejected in the interest of the corporate objectives.
Out performance by any employee or group of employees in a department will surely result to underachievement of the co-operate organizational goals.
In recognition of the importance of one employee to the corporate existence and goal attainment, the need to have a set goal or standard at each level of the organizational structures becomes imperative.
REFERENCES
Boyee, M. (1997). Essentials of Personnel Management. Ibadan: Mc Donald and Evans Publishers.
Drucker, P. (1964). Managing for Result. London: Williana Herneman Publication Ltd.
Drucker, P. (1995). The Practice of Management. London: Williana Herneman Publication Ltd.
Eeitz, J. (1977). Behaviour in Organization. New York: Richard Dirwin Publishing Ltd.
Even, E.C. (1986). Mastering Business Management. London: Macmillan Publishers Ltd.
Ikemefuna, R. (1996). Good Management is a Tool for Success. Onitsha: Tabansi Publications Ltd.
Okeke, M. (2001). Theory and Practice of Public Policy Analysis. Enugu: Bista Publications Ltd.
Ubeku, A.K. (1975). Personnel Management in Nigeria. Benin city: Ethiope Publishing Co-operation.
Yonder and Standalar (1984). Personnel Management and Industrial Relation. India: Printers Hall Ltd.
Yuil, B. (1974). Supervision Principles and Technique. America: Sydney West Publishing Co-operation.
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