EFFECT OF PERFORMANCE MANAGEMENT ON EMPLOYEE PERFORMANCE


For more Info, call us on
+234 8130 686 500
or
+234 8093 423 853

ABSTRACT

This study explored the effect of performance management on employee performance. A total number of three hundred and twenty (320) copies of questionnaire were administered to the respondents during the study: While three hundred and three (303) copies were properly filled and returned for the analysis. Data collected were analyzed using the statistical tools of frequency counts, simple percentage for the demographic data while the inferential statistics of Chi Square (X2) test was used to test all the stated hypotheses at 0.05 (5%) level of significance. The findings of the study showed that performance management is significantly related to organisational performance. The study recommends that there should be meaningful dialogue between superiors and subordinates about performance and improvement. Managers and supervisors should dialogue on regular basis about performance and improvement with their subordinate at Nigeria Flour Mills PLC.

CHAPTER ONE

INTRODUCTION

1.1    Background to the study

 Organizations are run and steered by people. It is through people that goals are set and objectives are accomplished. The performance of an organization is thus dependent upon the sum total of performance of its members. The success of an organization will therefore depend on its ability to measure accurately the performance of its members and use it objectively to optimize them as a vital resource (Biswajeet, 2009).

In the present highly competitive environment, organizations have to ensure peak performance of their employees continuously in order to compete and survive at the market place effectively (Prasad, 2005). Performance of an individual can be defined as the record of outcomes produced as specified job functions or activities during a specified time period (Bernardin, 2007). It can also be seen as a set of outcomes achieved during a certain period of time and does not refer to the traits, personal characteristics, or competencies of the performer.

Performance management on the other hand can be defined as a systematic process for improving organizational performance by developing the performance of individuals and teams (Armstrong, 2012). According to Briscoe and Claus (2008) performance management is the system through which organizations set work goals, determine performance standards, assign and evaluate work, provide performance feedback, determine training and development needs and distribute rewards. Performance management is a process involving performance planning, performance managing, performance appraisal, performance rewarding and performance development (Deb, 2009). Performance appraisal can be defined as the formal assessment and rating of individuals by their managers (Armstrong, 2012).

Performance appraisal as an element of performance management is often carried out to reveal individual employee’s contribution to the overall organizational objectives. To drive this notion home Biswajeet (2009) asserted that people do not learn unless they are given feedback on the results of their actions. For corrective actions to take place feedback must be provided regularly and it should register both successes and failures.

1.2     Statement of the study

The process of managing the performance of employees in an organization is often vague, the areas of performance for which an individual is responsible are often unclear and evaluations are often not based on actual performance but on the perceptions and judgment of an employee’s immediate boss.  Therefore, an ill-conceived and ill-considered performance management system could create tensions in the organization.

The process of measuring and subsequently actively managing organizational and employee performance in order to improve organizational effectiveness is currently seen as critical to the onward survival and development of organizations (Inyang, 2008). It may be positively dangerous simply to copy schemes used in other organizations, and worse still to copy methods simply because it is the managerial fashion (Agarwal, Angst and Magni, 2009). It is on this background that this research seeks to examine the effect of performance management on employee performance with a special reference to Nigeria Flour Mills PLC.

1.3      Objectives of the Study

The primary aim of the study is to examine the effect of performance management on employee performance. Other specific objectives shall include:

(i)    To examine the relationship between performance management and employees’ attitude to work.

(ii)  To explore the nexus between performance management and organizational performance.

(iii)To examine whether performance appraisal reveals employees’ actual strengths and weaknesses in the organization

(iv)                        To examine the methods adopted in the organization to measure        employee performance.

(v)    To suggest ways by which performance management could be used to        enhance employee performance.

1.4        Research Questions

The research project beam a searchlight on the following research questions:

a.What is the relationship between performance management and employees’ attitude to work?

b.How does performance management affect organizational performance?

c.Does performance appraisal reveal employees’ actual strengths and weaknesses in the organization?

d.What are the methods adopted in the organization to measure employee performance?

1.5     Research Hypotheses

The researcher intends to test the following hypotheses;

Hypothesis 1:

Ho:     There is no significant relationship between performance management and employees’ attitude to work.

H1:      There is a significant relationship between performance management and employees’ attitude to work.

Hypothesis 2:

Ho:     Performance management is not a significant predictor of organizational performance.

H1:      Performance management is a significant predictor of organizational performance.

Hypothesis 3:

Ho:     Performance appraisal does not reveal employees’ actual strengths and weaknesses in the organization.

H1:      Performance appraisal reveals employees’ actual strengths and weaknesses in the organization.

EFFECT OF PERFORMANCE MANAGEMENT ON EMPLOYEE PERFORMANCE
For more Info, call us on
+234 8130 686 500
or
+234 8093 423 853

Share This
Payment Instruction
Bank payment for Nigerians, Make a payment of ₦ 5,000 to

Bank GTBANK
gtbank
Account Name Obiaks Business Venture
Account Number 0211074565

Bitcoin: Make a payment of 0.0005 to

Bitcoin(Btc)

btc wallet
Copy to clipboard Copy text

500
Leave a comment...

    Details

    Type Project
    Department Industrial Relations and Personnel Management
    Project ID IRM0002
    Fee ₦5,000 ($14)
    Chapters 5 Chapters
    No of Pages 50 Pages
    Format Microsoft Word

    Related Works

    ABSTRACT This research work examined Effect of Reward Management on Employee Performance. A study of Innoson Manufacturing Company Limited. The objectives of the study include to: find out the effect of salary/wage on punctuality of the workers,... Continue Reading
    ABSTRACT This research work is on evaluating “The Effect of performance evaluation on Employee Performanceâ€: (A Study of Unilever Nigeria Plc, Aba Branch).  The data collected from both primary and secondary sources were analyzed and presented in a tabular form and chi-square was used to test the hypothesis.  This study found out that... Continue Reading
    ABSTRACT This research work is on evaluating “The Effect of performance evaluation on Employee Performance”: (A Study of Unilever Nigeria Plc, Aba Branch). The data collected from both primary and secondary sources were analyzed and presented in a tabular form and chi-square was used to test the hypothesis. This study found out that... Continue Reading
    This research dealt with the effect of reward management on employee performance of MTN Ug. This study was conducted through a descriptive survey performance research design. This study involves MTN Ug Kampala main branch employees. This research was guided research questions based on the variables fore mentioned. The data gathered concerning... Continue Reading
    TABLE OF CONTENT DECLARATION APPROVAL DEDICATION iv ACKNOWLEGEMENT v LIST OF ACRONYM vi TABLE OF CONTENT vii LIST OF TABLES x CHAPTER ONE 1 INTRODUCTION 1 1.0 Introduction 1 1.1 Historical background 1 1.1.1 Theoretical background 2 1.1.2 Conceptual background 2 1.1.3 Contextual background 2 1.2 Statement of the problem 3 1.3 Objective of the... Continue Reading
    ABSTRACT This project tilted “the effect of employee training and management development” has the following objectives. To determine whether training and development programme leads to higher productivity. To... Continue Reading
    Abstract The study was carried out to know the effect of remuneration on employee performance at the ministry of energy (Rural Electrification Agency). The researcher used the following objectives of research on his search for relevant information. To find out the different types of remuneration offered to employees in rural electrification... Continue Reading
    CHAPTER ONE INTRODUCTION 1.1             Background To The Study Organization has no opinion to whether to appraise its personnel and their performance or not just as training is a must after procurement, so is the personnel appraisal. Therefore, it is... Continue Reading
    With the development of strategy, strategic literature aspect of human resource management in the organisations has been among the most remarkable subjects of research papers. The 21st -century companies are keen on human resources as they are the assets for an organisation. These assets play a significant role in enhancing the performance of a... Continue Reading
    ABSTRACT The purpose for this study is to enlighten on the effect of employee performance appraisal on workers performance in Nigeria civil service and to offer possible solution that will help appraisers to carryout suitable performances appraisal system. The primary data were collected through questionnaire, observation and oral interviews,... Continue Reading
    Call Us
    Get this work
    whatsappWhatsApp Us