ABSTRACT
It is observed that performance evaluation is fast losing its beauty among workers at different level or categories. The reason for this is not farfetched. Some appraisal policies are defective in design while some people are defective in design while some people appraise with wrong intension. In short, information provided on appraisal forms are unreliable making the essence of appraisal forms are unreliable making the essence of appraisal next to nothing. It is in view above that intention for the reawaking of cogent and reliable appraisal programmes are now burning in the hearts of young administrators who believe that something can be done to correct the anomalies that have characterised the system over the year. Suggestion are here offered exhaustively on ways to tackle the menace that has continued to plaghe appraisal process. It interesting to know that appraisal programme is one good that can best correct inefficiency in both public and private sector, if well handled.
TABLE OF CONTENT
CHAPTER ONE: INTRODUCTION
1.1 Background of the study - - - - - 5
1.2 Statement of the problems - - - - 7
1.3 Significance of the study - - - - - 9
1.4 Hypothesis of study - - - - - - 10
1.5 Objective of the study - - - - - 10
1.6 The scope of study - - - - - - 11
1.7 Limitation of study - - - - - - 11
1.8 Definition of key terms - - - - - 13
1.9 Brief history of nifor - - - - - - 14
CHAPTER TWO
Review of related literature
2.1 Literature review and theoretical framework - 17
2.2 Defevitions/concept of performance
valuation or appraisal - - - - - 17
2.3 Purpose for performance appraisal - - - 22
2.4 Terms of rating system - - - - - 29
2.5 Approaches to performance evaluation - - 37
2.6 Purpose of traditional performance evaluation - 38
2.7 Developmental performance evaluation purposes 40
2.9 Performance appraisal as a tool to higher productivity 46
2.10 Expectation of a manager in doing
performance evaluation - - - - - -48
2.11 The performance evaluation process - - - -48
2.12 Employee performance and discipline - - -43
2.13 Disciplinary action penalties - - - - 49
2.14 Guide to disciplinary action - - - - 54
2.15 Theoretical framework - - - - - 55
CHAPTER THREE: RESEARCH METHODOLOGY
3.2 Population of the study - - - - - -57
3.3 Sampling size and sampling technique - - -57
3.4 Data collection and data collection instrument - -58
3.5 Data analysis technique - - - - - 59
CHAPTER FOUR
4.1 Data analysis and sample selection - - - 62
CHAPTER FIVE:
SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary and Conclusion - - - - - 75
5.2Recommendation - - - - - - - 77
Bibliography - - - - - - - 80
It is observed that performance evaluation is fast losing its beauty among workers at different level or categories. The reason for this is not farfetched. Some appraisal policies are defective in design while some people are defective in design while some people appraise with wrong intension. In short, information provided on appraisal forms are unreliable making the essence of appraisal forms are unreliable making the essence of appraisal next to nothing. It is in view above that intention for the reawaking of cogent and reliable appraisal programmes are now burning in the hearts of young administrators who believe that something can be done to correct the anomalies that have characterised the system over the year. Suggestion are here offered exhaustively on ways to tackle the menace that has continued to plaghe appraisal process. It interesting to know that appraisal programme is one good that can best correct inefficiency in both public and private sector, if well handled.
TABLE OF CONTENT
CHAPTER ONE: INTRODUCTION
1.1 Background of the study - - - - - 5
1.2 Statement of the problems - - - - 7
1.3 Significance of the study - - - - - 9
1.4 Hypothesis of study - - - - - - 10
1.5 Objective of the study - - - - - 10
1.6 The scope of study - - - - - - 11
1.7 Limitation of study - - - - - - 11
1.8 Definition of key terms - - - - - 13
1.9 Brief history of nifor - - - - - - 14
CHAPTER TWO
Review of related literature
2.1 Literature review and theoretical framework - 17
2.2 Defevitions/concept of performance
valuation or appraisal - - - - - 17
2.3 Purpose for performance appraisal - - - 22
2.4 Terms of rating system - - - - - 29
2.5 Approaches to performance evaluation - - 37
2.6 Purpose of traditional performance evaluation - 38
2.7 Developmental performance evaluation purposes 40
2.9 Performance appraisal as a tool to higher productivity 46
2.10 Expectation of a manager in doing
performance evaluation - - - - - -48
2.11 The performance evaluation process - - - -48
2.12 Employee performance and discipline - - -43
2.13 Disciplinary action penalties - - - - 49
2.14 Guide to disciplinary action - - - - 54
2.15 Theoretical framework - - - - - 55
CHAPTER THREE: RESEARCH METHODOLOGY
3.2 Population of the study - - - - - -57
3.3 Sampling size and sampling technique - - -57
3.4 Data collection and data collection instrument - -58
3.5 Data analysis technique - - - - - 59
CHAPTER FOUR
4.1 Data analysis and sample selection - - - 62
CHAPTER FIVE:
SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary and Conclusion - - - - - 75
5.2Recommendation - - - - - - - 77
Bibliography - - - - - - - 80