Key Features:

- No of pages = 59
- No of Chapters = 5
- Tables attached
- Questionnaire
- Appendix and bibliography

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Abstract:

This work examined impact of employee performance appraisal on workers' productivity with reference to federal Polytechnic Nekede Owerri. Due to the important role played by workers in the achievement of organizational objectives and also the inefficiency and lack of effectiveness in achieving goals, the researcher's interest promoted the need to investigate into impact of workers’ performance appraisal on workers' productivity in the Federal Polytechnic Nekede Owerri. The study covers management staff, supervisor, clerks, cashier and managers. The researcher also made use of various authors' knowledge with those whose initiatives elated to the public under study, which includes textbooks and journals for the literature review question, which covers it. The research is divided into jive chapters with introduction, chapter one reviewed the works of authors with scholars on the topic under study, chapter presented the research methods adopted by the researcher in gathering analyzed the information gathered, while chapter jive included the work and made some recommendations on better workers’ performance appraisal and how it helps in workers’ development.

Table of Content:

TABLE OF CONTENTS
i. Title page
ii. Approval page
iii. Dedication
iv. Acknowledgement
v. Abstract
vi. Table of content
CHAPTER ONE
1.0 Introduction
1.1 Background of the study
1.2 Statement of the study
1.3 Objective of the study
1.4 Research questions
1.5 Statement of hypothesis
1.6 Significance of the study
1.7 Scope of the study
1.8 Limitation of the study
1.9 Definitions of terms
1.10 History of organization of the study
CHAPTER TWO
2.0 Literature review 2.1 Introduction
2.1 Concept framework
2.2.1 The concept of performance Appraisal
2.2.2 Types of performance Appraisal
2.2.3 Importance of performance Appraisal
2.2.4 Problem associated with performance Appraisal in productivity
2.3 Theoretical framework
2.3.1 Vroom expectancy theory
2.4 Abraham Maslow theory
CHAPTER THREE
3.0 Research methodology
3.1 Introduction
3.2 Research design
3.3 Source/method of data collection
3.4 Population and sample size determination
3.5 Sampling techniques
3.6 Validity and reliability of measuring instrument
3.7 Method of data/ statistical analysis
CHAPTER FOUR
4.0 Data presentation analysis and interpretation
4.1 Introduction
4.2 Presentation of data
4.3 Analysis of data
4.4 Test of hypothesis
4.5 Interpretation of result
CHAPTER FIVE
5.0 Summary conclusion and recommendations
5.1 Summary of findings
5.2 Conclusions
5.3 Recommendations
5.4 Bibliography
Suggestion for further studies
Appendix
Questionnaire

Introduction:

In any business organization, effective use of human resources required a complete knowledge of workers’ capabilities and effective record system. To achieve these objectives, it has become necessary to regular take stock of the experience at order levels of employment. This could be done with the aid of performance appraisal.
Performance appraisal could be defined as the process of measuring necessary level of organization members. It is one of the most delicate issues in human resources management because a worker overall success in an organization depends largely on the outcomes of performance appraisal. It is of importance to state here that some bosses take advantages of this to undermine the prospect of employed they hire. This is a proven performance appraisal system linking organization and workers goal is of paramount importance because it can serve as a development tool to counsel and motivate workers, Furthermore, it could as well assist workers to understand what is expected of them in a job and where they fit into an organization.
The fact that there are scarcely few workers who would not like their manager to know exactly of their performance makes performance appraisal scheme a controversial subject.
In small organization with few workers the level of interaction between managers and their worker is as close that workers generally know what their bosses think of them.
However, in large organization such as federal polytechnic Nekede Owerri the degree of interaction is so remote that many workers find it difficult to precisely know what their manager think of them.
In contemporary atmosphere of worldwide recession especially in Nigeria of downright economic growth characterized by massive unemployment and increasing number of workers’ redundancy, these organization (industry of FPNO) which are holding their own are likely to be much more interested in maximizing the effective use of existing personate than hiring new staff. It therefore follows it could go a long way in assisting the management of the bank in its human resources planning. and development.