DEVELOPMENT OF A PERFORMANCE EVALUATION SYSTEM FOR EMPLOYEE MANAGEMENT
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Study Level: BTech, BSc, BEng, BA, HND, ND or NCE
This study is on development of a performance evaluation system for employee management. The total population for the study is 200 of Akwa Ibom state polytechnic, Ikot Osurua in Akwa Ibom state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made heads of department, senior lecturers, junior lecturers and non academic staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
TABLE OF CONTENT
Background to the study
Statement of Problem
Purpose of the Study
Significance of the study
Delimitation /scope of study
Limitation of Study
Review of Related Literature
Summary of Literature Review
RESEARCH DESIGN AND METHODOLOGY
Population of Study
Sample and Sampling Techniques
Validity of Instrument
Administration of the Instrument
Method of Data Analysis
DATA PRESENTATION AND ANALYSIS
Data presentation and Analysis
Discussion of Results
SUMMARY, CONCLUSION AND RECOMMENDATION
- Background of the study
Employee’s performance management and appraisal is a subject of great interest in any organization. In every organization, employees play a vital role in determining its survival. In line with that, an employee is perceived as an important or valuable asset to an organization and is the key or prerequisite factor to make sure the operation of the organization or factory runs as planned. Employees become the heart and pulse of the organization and really important to determine the needs and expectancies of the client or customers. This is aligned with the purpose of performance appraisal in the contemporary approach which emphasizes on employee who has full potentials that can be explored and expanded. Employees can be used positively to sustain the quality of service or product of the organization. This is associated with the roles and responsibilities of the employees to perform at the highest level of their work competencies. Performance appraisal become more constructive and therefore the progress of the employees are improved. With the achievement of the organization’s vision and mission, employees can work together collaboratively with the organization itself based on the win-win basis. In this context, performance appraisal can turn out to be a good device to plan a better career path for the employees. The term performance appraisal are sometimes called as performance review, employee appraisal, performance evaluation, employee evaluation, employee rating, merit evaluation, or personnel rating. Performance appraisal is a system that involves a process of measuring, evaluating, and influencing employees’ attributes, behaviour and performance in relation to a pre-set standard or objective. In this information technology era, employee performance can be evaluated using software systems. This will enable information about the performance of employees to be easily evaluated and saved to database for future retrieval. Performance management of employees can be seen as the systematic description of individual job-relevant strengths and weaknesses for the purposes of making a decision about the individual. In another term, performance appraisal is a process of evaluating the behaviour of the employees in the workplace, or can also be referred as a process of giving feedback on employees’ performance. It involves a very complicated process and various factors can influence the process. Therefore, the process of evaluating employee’s behaviour should be looked at as a reciprocal process or using a matrix perspective and not as a straightforward process. There are a number of different appraisal approaches/ methods commonly used in organizations with methods used have their advantages as well as disadvantages and there are no right and wrong methods or approaches. Consistency and focus on the usage of the approaches or methodology are crucial to ensure they are successful.
1.2 STATEMENT OF THE PROBLEM
Employees become the heart and pulse of the organization and really important to determine the needs and expectancies of the client or customers. This is aligned with the purpose of performance appraisal in the contemporary approach which emphasizes on employee who has full potentials that can be explored and expanded. Organizations still utilize the manual method of evaluating employee performance. It is difficult and time consuming to retrieve employee performance information. Absence of a database system to manage employee performance records also contribute to employee management in organization
- OBJECTIVE OF THE STUDY
The objective of the study is to develop an automated Staff performance system. The following are the objectives of the study:
- To develop a computerized system to aid in the evaluation of employee performance.
- To design a system that will make finding of employee performance information easy.
- To implement a database system that will maintain records of employee performance.
1.4 RESEARCH HYPOTHESES
For the successful completion of the study, the following research hypotheses were formulated by the researcher;
H0: computerized system do not aid in the evaluation of employee performance.
H1: computerized system aid in the evaluation of employee performance
H02: database system do not maintain records of employee performance
H2: database system maintain records of employee performance
1.5 SIGNIFICANCE OF THE STUDY
The study is significant to the ministry of education because it will provide an automated system that will aid in maintaining accurate record of employee performance, it will provide a system that will enable information related to employee performance to be easily retrieved. The study will also serve as a useful reference material to other researchers seeking similar information.
1.6 SCOPE AND LIMITATION OF THE STUDY
This study covers Development of a performance evaluation system for employee management (A case study of Akwa Ibom state polytechnic, ikot osurua). The researcher encounters some constrain which limited the scope of the study;
- a) AVAILABILITY OF RESEARCH MATERIAL: The research material available to the researcher is insufficient, thereby limiting the study
- b) TIME: The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.
- c) Organizational privacy: Limited Access to the selected auditing firm makes it difficult to get all the necessary and required information concerning the activities
1.7 DEFINITION OF TERMS
Appraisal: evaluation or a judgment or opinion of something or somebody, especially one that assesses effectiveness or usefulness
Performance Appraisal – Performance appraisal is a review and discussion of an employee’s performance of assigned duties and responsibilities.
Training: The process of teaching or learning a skill or job to become more effective or productive in execution one or more task.
Employees: Refers to a paid worker in a private organization or public parastatal.
Performance: Pertains to working effectiveness, the way in which somebody does a job, judged by its effectiveness
Assessment: Evaluation: a judgment about something based on an understanding of the situation.
1.8 ORGANIZATION OF THE STUDY
This research work is organized in five chapters, for easy understanding, as follows
Chapter one is concern with the introduction, which consist of the (overview, of the study), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study. Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature. Chapter three deals on the research design and methodology adopted in the study. Chapter four concentrate on the data collection and analysis and presentation of finding. Chapter five gives summary, conclusion, and recommendations made of the study.
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