In any evaluation of the condition necessary for the growth and survival of an organization, the role of performance appraisal is a strategic factor. It is believed that both the individual and the organization need to know how well actual performance is contributing to the accomplishment of the job plans, the staffing plan, and ultimately the overall strategic plan of the organization. In addition, the individual employee requires feedback relative to his or her own goals development, as well as that relative to managementâ€™s expectations.
Performance appraisal is a formal and systematic assessment of an employee to determine the degree to which the employee is performing his/her job effectively. It is usually made in a prescribed manner of specific intervals such as quarterly, bi-annually or even annually. Each employee at one time or the other wants his immediate boss or more still his employer to assess his on-the-job performance, and where necessary give him guidelines or advice for improving his efficiency.
1.1BACKGROUND OF THE STUDY
1.2STATEMENT OF THE PROBLEM
1.3OBJECTIVES OF THE STUDY
1.4STATEMENT OF HYPOTHESIS
1.5SIGNIFICANCE OF THE STUDY
1.6SCOPE OF THE STUDY
1.7LIMITATION OF THE STUDY
1.8HISTORICAL BACKGROUND OF THE CASE STUDY
1.9DEFINITION OF TERMS
REVIEW OF RELATED LITERATURES
2.2PRINCIPLES GUIDING PERFORMANCE APPRAISAL
2.3CONCEPT OF PERFORMANCE APPRAISAL
2.4OBJECTIVE OF APPRAISAL
2.6ADMINISTERING AN APPRAISAL PLAN
2.7METHODS OF APPRAISAL
2.9RESPONSIBILITY FOR DECREASED AND INCREASED PRODUCTIVITY IN RELATION TO PERFORMANCE
2.10IMPLICATION OF PERFORMANCE AND PRODUCTIVITY IN MANAGEMENT
3.3SAMPLE SIZE AND SAMPLING TECHNIQUES
3.4METHOD OF GATHERING DATA
3.5JUSTIFICATION OF METHOD USED
3.6METHOD OF DATA ANALYSIS
3.7JUSTIFICATION OF INSTRUMENT USED
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