The Effects Of Employee Performance Appraisal On Productivity In The Public Enterprises In Nigeria ( A Case Study Of Phcn Abakaliki Business Unit)

ABSTRACT 

In this work, the researcher is set out to investigate the “Effects of Employee Performance Appraisal in Public Enterprises in Nigeria - A case study of PHCN Abakaliki Business Unit” The objectives of the study include:  To find out if performance appraisal is in use in public enterprises in Nigeria and the relevance attached to it  To determine the effects of performance evaluation in the public enterprise.  To determine the extent to which performance appraisal can be used to improve employee performance hence productivity.  Finally to make recommendation based on the findings.  Various literatures were reviewed to bring home the focal points of this work. Random Sampling Technique was used in collecting data. The researcher also used Interview and Questionnaire Methods. The Summary of the major findings include: 1.  The Power Holding Company of Nigeria Plc (PHCN) being a Public Enterprise in Nigeria operates an Employee Appraisal System annually. 2.  The method of Employee Performance Appraisal in PHCN is the Graph Rating Scale. This method tries to measure performance using Performance Rating and Personal Trait Rating. 3.  The most important reasons for Employed Performance Appraisal in PHCN are:  

 To ascertain present/current performance  To improve on current performance and productivity  To set performance objectives  To assess training needs  To determine suitability for promotion 4.  Recommendation from the Annual Performance Evaluation Reports is the only basis for drawing the salary structure of her employee and salary increments. 5.  A thorough examination of the Performance Evaluation Report Forms for the different categories of employees in PHCN shows a combination of both narrative and rating scales with varying emphasis. 6.  Because there is no clear-cut definition of what actually is appraised in an appraisee, different views were expressed by appraisers. 7.  There is openness in the performance appraisal system as practised by PHCN.