AN EVALUATION OF PERSONNEL APPRAISAL IN A ROUTINIZED MANAGEMENT SYSTEM IN A UNIVERSITY

ABSTRACT

The overall objective of this study was effects of motivational incentives on employee
performance in small and medium enterprises in Kenya. The Specific objectives included finding
out the effects of remuneration, growth opportunities, training programs and service awards on
employee performance. This study adopted descriptive research design. The target population
was 52 staff members from Family Bank, Head office. Census design was used in sampling.
Data collection was through questionnaires which were analyzed both quantitatively and
qualitatively after data collection. There study established various ways in which employees
were motivated namely pay and benefits, growth opportunities, work conditions, staff training
and service awards. There is a relationship between motivational incentives and employee
performance. Motivation improves level of efficiency of employees. The level of a subordinate
or an employee does not only depend upon his qualifications and abilities. Motivational
incentives affects employee performance in an organization in various ways such as increased
output, boosting employee morale, improved participation and improved employee relations.
Motivational incentives affect employee performance to a very great extent. The study
recommends that to use salaries as a motivator effectively, personnel managers must consider
four major components of a salary structures. It is also important to ensure that the prevailing
pay in other establishments is taken into consideration in determining the pay structure of their
organization. An employee performance appraisal process runs a few times during the year. If
designed appropriately, significantly more information can be captured and analyzed by
organizations. The management should maintain effective communication with staff to identify
their needs, allow for suggestions through open door policy and giving prompt feedback. The
sharing of a company’s profits gives incentive to employees to produce a quality product,
perform a quality service, or improve the quality of a process within the company. The
researcher recommends that the study be extended to manufacturing firms and other institutions
with adequate time provision.

Most corporate executives in most public and private sectors organizations regarded materials and financial source as the most important assets in any given industry or organization. This, thinking as stated above, has dramatically changed. In most organizations, human resources are now given without priority. It is people that make organizations and unless they are recognized and treated, the result will be negative attitudes which can, by extension lead to negative result in the form of poor performance. Therefore, the first thing to communicate to the men you have to manage is the fact that they are important people.
You can achieve something with the most difficult individual if you realize and sincerely believe in his personal importance, dignity and potential. You can boost his morale so that his productivity will rise beyond your hopes. Output is as much dependent on morale as an incentive (financial or otherwise) or physical working conditions. People like to feel they matter as individuals to their management, that they are been consulted about things, that their work matter, that the superior really knows what they are doing and they are also compensated to do more (incentives).
1.1    Background of the Study
It is known fact that the principal motive of management of any organization is to make individual and people contribute positively towards the activities which it consists. So as to achieve the mission and goal of the enterprise employee motivated.
Hermann motivates are based on need such as psychological requirement for water, food, sleep and shelter while others needs may be regarded as secondary such as self esteem status, affiliation with others, compliment and self assertion or satisfaction (Daniel, 1982).
A motives as well as directs motivate their subordinated is to say why they do those thing, which they hope will satisfy, these drives and desires as to induce in the subordinate so as to act in desired manner if the motivation of employee is to be more productive and for it to produce at a higher level of quality often required what a variety of an incentive be used in varying proportion as can best be esteemed by Human Resource managers. Because of the differences in need patterns and their ever changing natures, the incentive that may be best for one group or an individual may not be effective for another of a particular time.
The use of incentive does not only involve the monetary aspect but also comprise non-financial incentive such as transportation facilities, accommodation facilities, welfare service etc.
It is usually the responsibility of the supervision to ensure that the employees feels that the up (the organization) came about their view and suggestions on work emplacement, income simplification and such other routine matter (Ibekwu, 1984).
It is described that job should be varied and given to employee accomplished which boost their age and gives them a feeling of pride and sense of achievement which includes some individuals to remain with an organization so as to reach individual satisfactory level of performance.
Hence incentive tend to be cost to their employers while it is a benefit or major source of income to employees. No organization can hopefully succeed without the effort of the employee performance with focus on Nigeria Brewery Plc as a case study.
1.2    Statement of the Problem
The failure of top management to appreciate the human element as the most crucial factor and the determinant of attainment of goals and objective have constituted serious eroding problem.
The employees are faced with unhealthy working environment and this have resulted in poor productivity.
The general relationship between the top management and the rank files are not cordial.

1.1 BACKGROUND OF THE STUDY

A natural consequence of the systematic view of organization is that it is made up of subsystems or components which are interdependent and interrelated.

Any of these components can derail or be operated in a way that is inconsistent with requirement for efficient attainment of organizational goal. It becomes the role of the manager, therefore to operate instrument of control to ensure that there is integration of the component part for goals attainment.

Personnel performance appraisal is one of these instruments of control.

The human component serves as the head as it were which circulates and energizes every subsystem of the organization as system.

The University of Benin was found in 1970. It started as an institute of technology and was accorded. The status of a full fledged university by National Universities Commission (NUC) on 1st July, 1971. In his budget speech in April 1972, the then military governor of mid-western state, col S.O Ogbemudia. (then also visitor to the university) formally announced the change of the name of the institute of technology to the University of Benin, on 1st April, 1975. The University at the request of the state government, was taken over by the federal government and became a federal university at the onset, the university was situated at Ekewan Road in 1972, a project to build a main campus at Ugbowo and Ekosodim governance with Engineer Daniel Uheniwen as the director. Today the main site campus, is at Ugbowo, but some courses are still offered at Ekewen campus. Today, the university has continued to grow from strength to strength with a number of faculties, department, institutes and units.

Following NUC’s directives, the university experimented with the collegiate system in 1971/72 and 1992/93.

However, the light of new developments the university reverted to the faculty system except for the Schools of Medicine, Dentistry, Basic Medical Science and Institute of child health which reverted back to the collegiate system in August, 1999 with a provost as its administrative head.

The faculties as presently constituted are those of Agriculture, Arts Education, Engineering, Law, Life Science, Pharmacy, Physical Science, Social Science and college of medical science (which has three schools, Basic medicine and the institute of child health). In January 2006, the federal government approved the take off of the college of petroleum and gas engineering of the University of Benin ate Effunin, near Warri in Delta state, with the initial population of hundred (100) students in two department petroleum engineering and gas engineering.

The university offer course at various levels, post graduate undergraduate, diploma and certificate. Presently, the total student enrolment stands at over 40,000 made of both full time and part time students share among the various faculties. So personnel performance appraisal attempt to identify, record and analyse the expectation of the organization. It is base on the assumption that members of the organization respond differently and in varying degree to stimuli to which they are exposed in their work.

1.2 STATEMENT OF THE PROBLEMS

The problem of the study is whether personnel appraisal make the employee’s to put in their best in order to increase production and good rendering of services in an organization. In service sector for example rampart change of weak performance in very high among workers and there are many factors that contributed to this trend. Some of them are lack of information and skills for proper appraisal of employees. This has caused harm to the growth and development of management system in Nigeria.

Another problem is that some managers or personnel to follow the due process or procedure, when they are appraising the employees. They judge employees base on their personnel perception, they have employee’s who have caused harm to the organization.

This project is also directed at providing solution to improve and encourage proper personnel appraisal in management system in Nigeria, precisely university of Benin, Benin City, Edo state.

1.3 OBJECTIVE OF THE STUDY

The primary objective of this study is examinational cum determination of the effect of personnel appraisal in a routinised management system in Nigeria particularly emphasis on university of Benin, Edo state.

The onus of this examination lies on the fact that personnel appraisal is very useful in management system in Nigeria especially the above tertiary institution mentioned for development planning as well as source of reference for further ideological endeavour for today’s generation and our good children yet unborn who might wish to narrow the spectrum of ignorance and widening that of knowledge in this area of study.