CHAPTER ONE
1.0 BACKGROUND OF THE STUDY
The principal purpose of acquiring human resources in any organization is to aid in the actualization of the organizational objectives.
However, productivity targets vary from reality or actual performance because of ranges of variables: Environment: Human: Technology, Organizational and so on. The task of management is o turn these variables which have constituted themselves as obstacles to productivity in opportunities for productivity. This is however a Herculean task, as it involves not just provision for remedies but the identification and definition of the reason for deviation.
Hence herald a tedious task of personnel managers in any organization.
Certain fundamental questions need to be asked.
– How do we acknowledge deviation?
– What should we focus on as fundamental in our assessment?
– When should we appraisal and how frequently should it be done?
– Is there any correlation between performance appraisal and productivity
– How do we appraise employees performance for maximum productivity?
These and many more questions keep on begging for attention and or solution, most personnel foundation are contingent upon performance appraisal. Performance appraisal helps to evaluate training needs, determine the equitability of compensation package, serve as basic of executing the maintenance and separating functions etc. yet the veritable positives of performance appraisal in personnel management function is being riddled or abused. The NBL and other organization inNigeriahave persistently shoe with rigor and vigor to effectively and efficiently utilized performance appraisal as an instrument or a basic ingredient for productivity.
In the cause of this research work san indebt analysis into performance appraisal productivity and other needed issues will extensively discussed.
1.1 STATEMENT OF PROBLEM
INNigeriamost of the performance appraisal exercise/program are not well designed and focused. Management of organization tends to view it as a punitive measure. This makes it lose its objective sand focus, performance appraisal no longer seek to actualize its objective of correcting deviations, hence increasing productivity and jettison all hindrances that tends to hinder productivity. But it is being used as a tool for subordination oppression, victimization and exploitation.
Despite the veritable return at performance appraisal to much organization, the societal value system has subdued it objectivity and its attendant’s outcomes.
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