User Guide before placing order for complete project topics and materials:

It is important that the researcher knows exactly what he is go to do so that I could be done effectively.Make sure you update any research work you purchased on our website. Do not copy word for word. Using our research is legal. Our aim is to provide project topics and materials for easy access to information and to reduce stress of moving from one book stop or library to another in the name of sourcing for one research textbook or research materials. We do not encourage any form of plagiarism. Our aim is to generate research project ideas for students. The contents of the project material provide will help students to generate new ideals. Every researcher must look around him in his immediate environment and beyond to improve the work. To order the below complete project materials, Make payment deposit or cash transfer into any of the following banks:

GTBANK

Account Name: Chi E-Concept Intl, Account Number: 0115939447

Other payment options

We accept cash deposit, cash transfer and Bitcoin.

Click on download to complete your order.Call or Whatsapp +23408063386834

CLICK HERE TO CHAT WITH OUR CUSTOMER SUPPORT TEAM ON WHATSAPP

THE IMPACT OF PERFORMANCE APPRAISAL ON PRODUCTIVITY

(A CASE STUDY OF NIGERIA BREWERIES PLC

9TH MILE CORNER ENUGU)

 

ABSTRACT

This study, the impact of performance appraised on productivity is geared towards examining the impact of performance appraisal on the productivity of employees in organization, with particular reference to NBL.  In the course of this study, data were sourced from primary and secondary sources.  It was discovered that participation of employees in appraisal exercise and the use of performance appraisal result, for things like promotion, reward and so on.

 

TABLE OF CONTENT

CHATER ONE

INTRODUCTION

1. BACKGROUND OF THE STUDY

1.1     STATEMENT OF THE PROBLEM

1. STATEMENT OF THE HYPOTHESIS
2. PURPOSE OF THE STUDY
3. SIGNIFICANCE OF THE STUDY
4. SCOPE OF THE STUDY
5. LIMITATION OF STUDY
6. DEFINITION OF TERMS

 

CHAPTER TWO

1. INTRODUCTION

2.1     THE CONCEPT OF PERFORMANCE EVALUATION

2.2     OBJECTIVE OF PERFORMANCE EVALUATION

1. BENEFITS OF PERFORMANCE EVALUATION
2. PITFALLS OF PERFORMANCE EVALUATION
3. TECHNIQUES FOR RVALUATING EMPLOYEES
4. PERFORMANCE MBO (MANAGEMENT BY OBJECTIVE)
5. FUNDERMENTALS FOR SUCCESSFUL APPRAISAL PROGRAMME
6. PERFORMANCE APPRAISAL RERSUS PRODUCTIVITY
7. HISTORICAL BACKGROUND OF CASE STUDY (NBL)

REFERENCE

 

CHAPTER THREE

RESEARCH METHODOLGY

1. INTRODUCTION

3.1     POPULATION AND SAMPLE OF THE STUDY

3.2     SAMPLE SIZE AND TECHNIQUE

1. SOURCE OF DATA COLLECTION
2. STATISTICAL TOOLS USED FOR DATA ANALYSIS
3. EDITING AND TABULATION OF DATA

 

CHAPTER FOUR:      

DATA PRESENTATION AND ANALYSIS

1. INTRODUCTION

4.1     DATA PRESENTATION AND ANALYSIS

1. TEST OF HYPOTHESIS

 

CHAPTER FIVE:       

SUMMARY CONCLUSION AND RECOMMENDATION

1. INTRODUCTION

5.1     SUMMARY

1. CONCLUSION
2. RECOMMENDATION

BIBIOGRAHY

APPENDIXES

 

CHAPTER ONE

INTRODUCTION

1. BACKGROUMD OF THE STUDY

The principal purpose of acquiring human resources in any organization is to aid in the actualization of the organizational objectives.

However, productivity targets vary from reality or actual performance because of ranges of variables:    Environment: Human: Technology, Organizational and so on.  The task of management is o turn these variables which have constituted themselves as obstacles to productivity in opportunities for productivity.  This is however a Herculean task, as it involves not just provision for remedies but the identification and definition of the reason for deviation.

Hence herald a tedious task of personnel managers in  any organization.

Certain fundamental questions needs to be asked.

-        How do we acknowledge deviation?

-        What should we focus on as fundamental in our assessment?

-        When should we appraisal and how frequently should it be done?

-        Is there any correlation between performance appraisal and productivity

-        How do we appraise employees performance for maximum productivity?

These and many more questions keep on begging for attention and or solution, most personnel foundation are contingent upon performance appraisal.  Performance appraisal helps to evaluate training needs , determine the equitability of compensation package, serve as basic of executing the maintenance and separating functions etc.  yet the veritable positives  of performance appraisal in personnel management function is being riddled or abused.  The NBL and other organization in Nigeria have persistently shoe with rigor and vigor to effectively and efficiently utilized performance appraisal as an instrument or a basic ingredient for productivity.

In the cause of this research work san indebt analysis into performance appraisal productivity and other needed issues will extensively discussed.

 

1.1     STATEMENT OF PROBLEM

IN Nigeria most of the performance appraisal exercise/program are not well designed and focused.  Management of organization tends to view it as a punitive measure.  This makes it lose its objective sand focus, performance appraisal  no longer seek to actualize its objective of correcting deviations, hence increasing productivity and jettison all hindrances that tends to hinder productivity.  But it is being used as a tool for subordination oppression, victimization and exploitation.

Despite the veritable return at performance appraisal to many organization, the societal value system has subdued it objectivity and its attendants outcomes.

This makes most of our performance more subjective than objective.

 However in the course of this research work, the lluanswered question will be answered: for eg

1.       Is performance appraisal corrective or punitive measure

2.       Should performance appraisal be subjected to the undue influence of our cultural, benefits and value systems.

3.       Which of the option in (I) superintends towards increasing employees productivity.

 

1.2     PURPOSE OF THE STUDY

This research work is carried out to:

a.       Investigate the performance appraisal technique adopted by NBL Enugu.

b.       Correct performance appraisal and productivity in NBL

c.       Examine the usefulness of performance appraisal programme

d.       Investigate and analyse the various environmental variables affecting performance appraisal program.

e.       To identity the pitfall associated with performance appraisal exercise and provide solutions to them