EMPLOYEES PERFORMANCE APPRAISAL AS A MANAGEMENT TOOL FOR ENHANCING ORGANIZATION OBJECTIVE. (A CASE STUDY OF UBA BANK)

EMPLOYEES PERFORMANCE APPRAISAL AS A MANAGEMENT TOOL FOR ENHANCING ORGANIZATION OBJECTIVE.

(A CASE STUDY OF UBA BANK)


NUMBERS PAGES: 57        RESEARCH TYPE:- PROJECT         AMOUNT :- ₦2500

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                                                                              ABSTRACT

Performance appraisal is a process of assessing or evaluating the performance of employees on their job in order to identify their strengths and weaknesses so as to improve upon their performance. Employees Performance appraisal policy has been viewed by organizations and human resources practitioners as an effective tool for human resources management. However, effective performance appraisal policy remains a practical challenge to managers and employees because of cognitive, motivational and behavioural factors. At an organizational level, the performance appraisal policy impacts other human resources policies as well as organizational strategy. The effectiveness of an organization’s performance appraisal policy is a prerequisite for ensuring the success of its selection, training and employee performance. At a strategic level, the need for rapid and effective organizational changes in today’s dynamic social, economic and political environment requires that employees continually re-align their performance with the evolving goals and objectives of the organization. The need to continually re-align employee performance characterizes many organizational units which continue to struggle with getting their employees to embrace the philosophy and practices that are geared at enhance employee performance. Questionnaires were administered to employees at UBA Bank and interviews were also conducted to seek information for the study. Result from the study revealed that only the human resource department was responsible for the design and implementation of performance appraisal. Again, it was revealed that the time feedback were given to appraises were not consistent. Furthermore, the performance appraisal was characterized by biases and impartiality during the appraisal process leading unacceptable ratings scores. It was recommended that the Human Resource Department atUBA Bank should involve other stakeholders such as appraisers and appraises during the design of appraisal and its implementation.

Keywords: Performance, Appraisal, Policy, Effects, Employee, Performance, Strategy.

TABLE OF CONTENT
Title page
Approval page
Dedication
Acknowledgement
Abstract
Table of content
CHAPTER ONE
INTRODUCTION
1.1 Background of the study
1.2 Statement of the problem
1.3 Significance of the study
1.4 Objective of the study
1.5 Research hypothesis
1.6 Scope and delimitation of the study
1.7 Limitation and constraints
1.8 Definition of terms
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1 Historical background of the study
2.2 Concept of employees performance appraisal
2.3 Objectives of employees performance appraisal
2.4 Purpose of employees performance appraisal
2.5 Process of employees performance appraisal
2.6 How to measure employees performance
2.7 Analysis for improving employees performance
2.8 Employees training need assessment
2.9 Performance appraisal feed back
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Research design
3.2 Area of the population
3.3 Population of the study
3.4 Sample of the study
3.5 Method of data collection
3.6 Administration and retrieval of instrument
3.7 Problems of methodology
3.8 Method of data analysis
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1 Presentation and analysis of data
4.2 Test of hypothesis
4.3 Discussion of findings
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary of findings
5.2 Conclusion
5.3 Recommendation
Bibliography
Appendix

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