This research work on “Performance evaluation and its effect on personnel
effectiveness” is very important as far as the attainment of the organizational
objective is concerned. Particularly in enhancing the employee’s effectiveness.
The study intends to determine the extend to which performance evaluation has
been used to motivate workers towards the attainment of organizational goal and
to examine the various systems of performance appraisal and reporting.
In the course of the research, the data collection methods are the primary and
secondary sources. The primary data collection source comprise of oral
interview and administration of questionnaire while the secondary source
comprise of company’s records, source, articles and textbooks. The data
collected are interpreted using the following statistical tools and tables such
as percentage and chi-square formular which is used to test the validity of the
hypothesis. After through interview and questionnaire administration the
following findings were made:
That three categories of employees namely senior, supervisory and junior staff
exist in ANAMMCO.
The senior and supervisory staff are in age than the junior staff which is
attributed to the number of years spent to acquire the desired experience
for these categories of staff.
Although a lot have been said, it is important to highlight of the chapter
Chapter one which is where the started which started with introduction
part which includes background of the study, statement of the problem, and
Chapter two which is the literature review says a lot on performance evaluation
and appraisal which includes its definition, process purpose and uses and so on.
Chapter three treated the research design and methodology.
Chapter four is the presentation of data and critical analysis of data were
made and various answers were got from a sample percentage and chi-square
Chapter five dealt on the discussion, recommendation and conclusion. Following
the findings, it was found out that majority of the staff of ANAMMCO, if
properly evaluated base on their performance, works very hard towards the
achievement of desired objective.
1.1 Background of the
1.2 Statement of the
1.3 Purpose of the
1.4 Scope of the
1.6 Significance of the
1.7 Limitations of the
1.8 Definition of
Review of Related
2.1 Performance Evaluation and Appraisal
2.2 Process of
2.3 Essential Companies of Evaluation
2.4 Purposes and Uses of Performance
2.5 Who does the Appraisal
2.6 Methods of Performance Appraisal
2.7 Appraising Reporting System in
2.8 Common errors of Employee Appraising
2.9 Requirements of Good Quality employee Appraisal
3.2 Area of the
3.3 Population of the
3.4 Sample and Sampling
3.5 Instrument for Data
3.6 Method of Data
3.7 Method of Data
Data Presentation and
4.1 Presentation and Analysis of
4.2 Testing of
4.3 Summary of
Discussion, recommendation and
5.1 Discussion of
5.3 Implication(s) of the Research
5.5 Suggestions for Further
BACKGROUND OF THE STUDY
Although performance evaluation and performance appraisal are being used
inter-changeably, what differs is that performance evaluation represents a
single or two unit(s) while performance appraisal represents the entire
management. It is good for the researcher to highlight on what performance is.
Performance is the consistent ability to perform a particular job over a
prolonged period of time (Ojemba Agbo). Then how the performance is
judged and how the subordinate know that he or she is performing or not
are attempted through performance appraisal. It is a very difficult task that
managers will not run away from.
Performance evaluation has to do with appraising staff performances and results
objectively against previously agreed standards and targets. It is based on
guidelines given to the employees by the management of what is expected of them
in terms of organization’s objectives. Goals should be set for the employees
and evaluation be based on the these goals. These opportunities should include
economics, social and cultural settings of the environment. The supervisor must
let his subordinates know what is expected of them, what constitutes good
performance and unsatisfactory performance. He should use these standards of
goods and poor performance to let the employees know whether or not their past
performance on the job need improvement.
Two trends stand out in the modern attitude toward evaluation. First,
evaluation has to come to be expected as a regular accompaniment to rational
social-action programs and second, there has been a movement towards demanding
more systematic, rigorous and objective evidence of success. The application of
social action programs has come to be called evaluation research.
Important value of performance evaluation is that it puts a check on the
success of recruitment, selection and placement. When personnal stock is taken,
the need will be determined for the type of recruitment needed. New employees
in the organization are placed on specific jobs after going through the normal
orientation and possibly induction course. Based on the opportunities before
the employees, the success of recruitment and placement will be known.
The evaluation approach seeks to identify area(s) where corrective measures
should be adopted, performance evaluation guides management to understanding
its staff strength and weakness. This understanding should be used to build on
the strength and determination of the employees which helps to determine the
type of development needed for effective job performance. Actual evaluation
should reflect the staff punctuality and attendance to the job and problems, in
this area, it can be effectively handled by good appraisal system. The
employees should be made to know their strength and weakness to enable them
improve where they are found waiting. This approach assist the management on
job placement and training.
Performance evaluation of employees give management a guide for salary reviews
and which they may also use to judge future job assignment and compensation and
in the selection of candidate for promotions. It is not that promotion that is
the best reward for outstanding performance but actually it is a way of
acknowledging personal contribution towards the achievement of organizational
However, it should not be misconstrued (misinterpreted) that performance
evaluation has to do with appraisal of subordinate or junior employees only. It
also involves the appraisal of the performance of managers themselves to see
how well they have performed their roles as managers. Managerial appraisal is
referred to as the key to the management development because if a
manager’s strength and weakness are not known; would only be accidental that
development efforts would be aimed in the right direction. If a business or an
organization is to reach its goals effectively and efficiently ways of
accurately measuring management performance must be found and implemented.
Managerial appraisal should measure performance, as a manager, in meeting goals
for which the manager is responsible. No person would want a manager who will
not carry out his/her managerial role properly most especially when he could
not turn in a good record of profit making, marketing, controlling whatever the
order of responsibility might be. This means that they should be appraised on
the basis of how well they understand and undertake the managerial functions of
planning, organizing, staffing, leading and controlling.
The success or failure of performance evaluation in an organization is
therefore dependent upon the philosophy on which it is established, the
attitude or management and supervisory personnel towards it and their skills in
achieving its objectives.
The researcher’s aim here is to find out the various performance evaluation
approaches and how they affect employees effectiveness. In the pursuit of this
therefore, the Anambra motor manufacturing company (ANAMMCO) was chosen as a case
At ANAMMCO, various performance evaluation methods are used to attain the
corporate objective of the company. This methods of performance evaluation will
be explain properly in the researcher’s literature review. In conclusion on the
background of the study, it is well understood that effectiveness and
efficiency of employees in an organization depends much on its laid down
performance evaluation approach and more so on the mode of execution and
STATEMENT OF THE PROBLEM
Most organization, be it government owned or private owned, small scale
business or large scale business operate with performance evaluation under a
corporate objective, it holds on an organization to take into cognizance the
individual contribution of employees towards attaining the corporate objective
This study, on performance evaluation and its effect on personnel effectives”
attempts to determine the ways by which organizations especially the Anambra
Motor Manufacturing Company (ANAMMCO) evaluate the performance of their
employees and how it affect the workers effectiveness.
The problems are under the following headings and they are as follows:
(a) Inadequate communication between a superior and
(b) Technical know-how non experts
(c) Bias attitude of supervisors towards the
(d) Personnel Administration strategy
(e) Inadequate provision of Training needs
(f) The level of motivation of the employees.
PURPOSE OF THE STUDY
The purpose of this research work is to determine the extent to which
performance evaluation has been used to motivate the employees of ANAMMCO
towards improved productivity and also to examine the system of performance
evaluation in Anambra Motor Manufacturing Company (ANAMMCO).
This study also intends to identify how much the employees of ANAMMCO both
managers and subordinates regard performance evaluation as a very important
motivational tools that helps in improving workers effectiveness and efficiency
in order to achieve organizational goals. The purpose or goal could be achieved
by measuring the performance of employees against previously agreed standard
SCOPE OF THE STUDY
This research work on “performance evaluation and its effect on personnel
effectiveness” covers all areas of performance evaluation in organizations but
the emphasis is on Anambra Motor Manufacturing Company (ANAMMCO) Emene Enugu.
For valid and effective work on the topic in focus, the following
key research hypothesis would be addressed in the course of study.
There are two types of hypothesis, the Null hypothesis that takes
the negative form and the Directional hypothesis that takes the positive form.
NH stands for
DH stands for
NH performance evaluation if well
conducted will not lead to personnel effectiveness.
DH performance evaluation if well
conducted will lead to personnel effectiveness.
NH Performance evaluation does not
help in career development.
DH performance evaluation help in
NH Immediate supervisions are not in
the best position to appraise their subordinates
DH immediate supervisors are in the best
position to appraise their subordinates.
NH Performance evaluation do not act as
motivational tool to employees.
DH performance evaluation acts as
motivational tools to employees.
SIGNIFICANCE OF THE STUDY
In essence, this research work is aimed to serve certain significant role in
relation to individual or group of individuals or a particular event. The way
and manner the study influences significantly their attitude towards the
particular issue studied by the another.
In view of this, and on the premise that organization’s effectiveness and
personnel efficiency depends largely on its laid down performance evaluation
system, this research work becomes significant to both
(i) The management
(ii) The labour (Employees)
The study which was carried on ANAMMCO was necessary to find out
the effects of its performance evaluation on the employee’s efficiency.
Moreso, it is aimed to help management attain greater height in
efficiency and productivity. This study is also intended to help the today’s
managers and the like overcome the challenges posed by improper performance
evaluation system administration in an organization.
Conclusively, it is hoped therefore that the result of this study
will serve a significant role in shaping the organisation’s performance
appraisal formulation and implementations towards the attainment of the over
all organizational objective, and also to help other beneficiaries in other
related areas of human endavour.
DEFINITION OF TERMS
The following are the definition of terms used in the study.
Performance evaluation or appraisal as used in this research refers to the
assessment of personnel performance in terms of progress made base on the
This refers to the member of staff of ANAMMCO.
Organisation in this research paper refers to ANAMMCO Emene Enugu.
Target as referred to this study deals with the objectives of the organization.
This refers to that aspect of an employees job that is good.
This refers to the condition that will exist what a job is satisfactory done.
BIAS OF PERSONNEL PREJUDICE:
This refers to having a preconceived opinion of judging the employee’s
performance as against what the actual situation is.
SHORT FALL/SHORT COMING: As
used in this research, it refers to that aspect of the employee’s job where he
is lacking or not performing well.
This is the employee’s natural ability on the job.
RANDOM SAMPLING; WITHOUT REPLACEMENT: As
used in the study, it involved representing each person within the population
of the organization by number and those numbers were drawn by ballot from an
arrangement of number in a way that number drawned cannot be replaced by
another number even if the person the number represents cannot be found or is
not around to answer questionnaire.
refers to the number of staff of ANAMMCO whose answers to the questionnaire
used here means the atmosphere of friendliness.
This is testing the questionnaire before distribution to avoid an ambigious
question and also to know how long it takes to fill questionnaire.
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