ABSTRACTS
This study investigated
the Impact of Effective Performance Appraisal on Employee Productivity as
practiced in MTN Nigeria PIc. and to examine whether accurate bases of
instrument are used in the process of appraising employees with aim to discover
whether effective performance appraisal is tied or has positive relationship
with productivity.
Descriptive research
design survey used to carry out the conduct of the research, sample random
technique was used to select the respondents for the interview, with the sample
size of (80) eighty respondents. Simple percentages and Chi-square was
employed to analysis the collected day from the respondents.
The researcher was able
to find out that:
·
Performance appraisal do
exist in the company under study
·
Closed system of yearly
performance appraisal
·
Performance appraisal
positively affect the attitude of employee toward work but may not necessarily
increase productivity
·
That employee
performance appraisal does not necessarily lead to organizational productivity.
CHAPTER ONE
1.
2. Statement of study
3. Objectives of study
4. Research questions
5. Purpose of the study
6. Significant of the study
7. Statement of hypothesis
8. Scope of the study
9. Historical background of MTN
10.
Research methodology
11.
Definition of terms
12.
Limitation of the study
CHAPTER TWO
2.0
Introduction
2.1
Meaning of performance appraisal
2.2
Phases of performance appraisal
2.3
Purposes and objectives of performance appraisal
3.4
Objectives of performance appraisal
2.5
Types of appraisal
2.6
Methods of performance appraisal
2.7
Who should evaluate
2.8
Problems in performance appraisal
2.9
Benefit of performance appraisal
2.10 Implications
of performance appraisal for management
CHAPTER THREE
3.1
Introduction
3.2
Sample and sampling procedure
3.3
Population of the study
3.4
Procedure for data collection
CHAPTER FOUR
4.0
Introduction
4.1
Data Presentation
4.2
Data Analysis
4.3
Hypothesis testing
4.4
Summary of the analysis
CHAPTER FIVE
5.0
Introduction
5.1
Summary of findings
5.2
Conclusion
5.3
Recommendation
5.4
Recommendation for furthers studies/research
References
Appendix
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
The objective of every
organization apart from providing goods and services and making profit within
the environment that they operate is to also have an efficient and effective
manpower or human resources. It is a well developed, efficient and effective
manpower that will help in achieving its objectives. The survival of most
organization depends on its ability to take stock of its manpower with regards
to its present performance, likes, dislikes, strength, failure, expectations of
every individual or employee and also his her potential for growth.
According to Obisi
(1996), in today's ever competitive economy characterized by risk-taking,
organizations, must survive, and the key to such survival is a revitalized
human resources. Neither billions of Naira nor the state of the art technology
and machines can do the miracle if human resource is neglected and forgotten.
Employees who have what it takes, he continued: skills, talents, capabilities,
experience, qualification, and genuine work culture, who are problem solvers,
are not readily available. It is necessary, that organizations nurture,
nourish, and develop its human resources through performance appraisal, performance
counseling, potential appraisal and performance review.
According to Koontz et
al (1982), knowing how well an employee performs is really the only way to
ensure that those occupying the managerial positions are actually managing
effectively. For, if an organization is to reach its goals effectively and
efficiently, ways of management performance must be found and implanted. Thus,
they opined that organizations need to adopt the best method of preference
decisions about employees so as to get the maximum benefit from their use that
will eventually lead to their achieving their objectives.
Furthermore, Pigors and
Myers (1982) advised that systematic performance appraisal should be adopted as
a means of helping supervisors to, evaluate the work of each employee. The
appraisals, they opined, should be most frequently used as a basis for
selecting candidates for promotion to jobs and for making "merit"
increases in salaries. They also believe that appraisals are useful as a check
on the success of recruitment, selection, placement, and training procedures and
generally for employee productivity.
Thus, it is this
influence of performance appraisal on the overall employee productivity with
emphasis on MTN Nigeria Communications PIc that the present researcher wishes
to undertake.
1.2
STATEMENT OF PROBLEM
The performance
appraisal system has long been practiced in the company, and has been used as
an integral part of managing. It is of course, important to management
development because if an employee's strengths and weaknesses are not known, it
is only accidental if development efforts were aimed in the right direction.
Thus, the major problems
which this research study will seek to resolve are in the following forms.
Firstly, in the recent
past most of the employees highly rated have been found to practically perform even
disillusionment with respect to employee appraisal, and this has raised doubt
on the bases of measuring and evaluation.
Secondly, arising from
the above are reported incidences of halo-effect appraisals as supervisors tend
to appraise employees on the basis of love or hate. This has not augured well
for the company as it discovers to its chagrin the negative impact of this on
employee productivity.
Lastly, employees'
performances have been found to be evaluated inaccurately or against standards
that are inapplicable, inadequate or subjective.
1.3
OBJECTIVES OF THE STUDY
The objectives are
follows:
·
Examine the performance
appraisal system as practiced in MTN Nigeria Plc.
·
Examine whether accurate
bases of measurement or evaluations are used in the appraisal of employees.
·
Examine the impact of
performance appraisal on employee productivity.
·
Examine the effect of
employee performance appraisal on organizations profitability
·
Investigate whether
effective performance appraisals are usually tied into the reward system.
1.4
RESEARCH QUESTIONS
The following research
questions will be answered in the course of the study:
·
Does performance
appraisal system actually exist in the company
·
Will effective
performance appraisal change the work attitude, skill, and knowledge of the
employee?
·
Are performance
appraisals of the company usually tied to reward system?
·
Will effective
performance appraisal improve employee productivity?
·
Will performance
appraisal lead to employee and organizational development?
·
Does the promotion or
demotion of most employees depend on performance appraisal administered?
1.5
PURPOSE OF THE STUDY
The purpose of the study
is to examine the impact of effective preference appraisal on employee
productivity.
1.6
SIGNIFICANT OF THE STUDY
This research study will
examine and highlight the following:
·
Show the impact of
effective preference appraisal on employee productivity.
·
Show the various bases
upon which employee performances are measured and evaluated
·
Reveal the various
hindrances or handicaps towards effective performance appraisal
·
Assist the company in
assessing whether the current practices or styles is performance appraisal
systems are worthwhile.
1.7 STATEMENT
OF HYPOTHESIS
The following hypothesis
will be tested in the course of the study in order to prove their validity or
otherwise as regards Performance Appraisal.
1. Performance Appraisal will improve the
productivity of the employee.
2. Employee Appraisal will lead to
organizational profitability.
1.8
SCOPE OF THE STUDY
The performance
appraisal system IS practiced in almost all corporate organizations.
Furthermore, the company under study, has its branches nationwide. However, this
study will limit itself to the head office of the company in the Lagos State.
It is, therefore,
expected that whatever results that are obtained will be relevant to other
organizations and branches of MTN Nigeria Communications PIc nationwide.
1.9 HISTORICAL
BACKGROUND OF MTN
MTNNigeria is part of
the MTN Group, Africa's leading cellular Telecommunications Company. On May 16,
2001, MTN became the first GSM network to make a call following the globally
lauded Nigeria GSM auction conducted by the Nigerian Communications Commission
earlier in the year. Thereafter the company launched full commercial operation
beginning with Lagos, Abuja and Port Harcourt.
MTN paid $285m for one
of four GSM licenses in Nigeria in January 2001. To date, in excess of US$1.8
billion has been invested building mobiletelecommunications infrastructure in
Nigeria. Since the launch in August 2001, MTN has steadily deployed its
services across Nigeria. It now provides services in 223 cities and towns, more
than 10,000 villages and communities and a growing number of highways across
the country, spanning the 36 states of Nigeria and the Federal Capital
Territory, Abuja. Many of these villages and communities are being connected to
the world of telecommunications for the first time ever.
The company's digital
microwave transmission backbone, the 3,400 kilometer Y'elloBahn was
commissioned by President OlusegunObasanjo in January 2003 and is reputed to be
the most extensive digital microwave transmission infrastructure in all of
Africa the Y'elloBahn has significantly helped to enhance all quality on MTN
network. The company subsists on the core brand values of leadership,
relationship, integrity, innovation and "can-do". It prides itself on
its ability to make the impossible possible, connecting people with friends,
family and opportunities.
MTN Nigeria also
recently expanded its network capacity to include a new numbering range with
the prefix' 080-6, making MTN the first and only GSM network in Nigeria to have
adopted an additional numbering system, having exhausted its initial subscriber
number range 080-3.
In its resolve to
enhance quality customer service, MTN Nigeria has also introduced a self-help
toll-free 181 customer care line through which subscribers can resolve their
frequently asked questions free of charge.
MTN's overriding mission
is to be a catalyst for Nigeria's economic growth and development, helping to
unleash Nigeria's strong developmental potential not only through the provision
of world class communications but also through innovative and sustainable
corporate social responsibility initiatives.
1.10 RESEARCH
METHODOLOGY
The research is
concerned with the Impact of Personnel Appraisal and Employee Productivity with
specific focus on MTN Nigeria the largest mobile telecommunication company in
Nigeria. For the purpose of this study primary and secondary data collection
method would be used. The primary data will be collected with the aid of
questionnaires with some senior management, Assistant Management level and ordinary
management level to enhance the quality of response to the questionnaire. The
secondary data will be collected from literature other documents and also
relevant text would be analyzed using statistical tools. In all eighty (80)
questionnaires would be administered using the simple random sampling
technique. The results were analyzed using Descriptive Statistics and the
hypothesis was chi square method.
1.11 DEFINITION OF
TERMS
Performance Appraisal: This is the undiluted procedure whereby every
organization takes stock of its human resources (manpower) with regard to its
present performance, the likes and dipsticks of each individuals, his/her
strengths and weaknesses and his/her potential growth.
Halo-Effect: This is a situation when an employee has been
appraised based on love or hate.
Incentives this is used
to express the encouragement that entices or motivates the employee's effort
and performance.
1.12 LIMITATION OF THE
STUDY
This study is limited by
some factors such as time, duration and money. Academic material and responses
of the Respondents were short of supply. Human error and environmental
distraction cannot be excluded. In all it is a worthy exercise and the
experience will be long lasting.
Department | Business Administration and Management |
Project ID Code | BAM0006 |
Chapters | 5 Chapters |
No of Pages | 85 pages |
Methodology | Chi Square |
Reference | YES |
Format | Microsoft Word |
Price | ₦4000, $15 |
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Contact Us On | +2349067372103 |
Contact Us On | +2349094562208 |
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