INTRODUCTIN
Cascio and Award (1981:55) defines staff appraisal as a systematic description of the job and relevant strengths and weakness of the employees. While Oxford Advanced Learners Dictionary defines appraisal as the ability to assess the value or quality of somebody or something. Fieldman Daniel et al (1983:11) defines staff performance appraisal as the process of measuring and assessing the level of performance of organizational members.
Furthermore, the modern emphasis is upon supervision or the supervisors who should strive to help their subordinate to achieve firms and individuals roles demanded by most appraisal programmes. Performance appraisal helps to evaluate training needs, determine the eavitbaility of compensation package, serve as basis for executing the maintenance and separating functions etc. Yet the veritable positives of performance appraisal in personal management function is being riddle or abused. The power Holding Company and other organizations in Nigeria have persistently shown instrument or a basic ingredient for productivity.
In the cause of this research work some indebt analysis into performance appraisal productivity and other needed issues were extensively discussed.
1.2 STATEMENT OF THE PROBLEM
Some factors can make a worker to perform effectively or ineffectively on his or her job. But general evidence of ineffectiveness or inefficiency is seen in the attitude of workers towards their job.
Machunga (1984:5) observed that a number of factors seen to be responsible for job dissatisfaction among workers. These include non payment of workers, poor condition of service, lack of motivational tools, poor salary payment. These affect Power Holding Company, Abia District.
1.3 OBJECTIVES OF THE STUDY
The major objective of the study is the effect of performance appraisal on employee productivity of Power Holding Company Abia District. The following sub-objectives were also examined.
1.4 RESEARCH QUESTIONS
This study sought to answer the following questions:
1.5 RESEARCH HYPOTHESIS
H0: There are no performance appraisal in use by Power Holding Company Aba District.
HI: Power Holding Company Aba District uses performance appraisal.
H0: Power Holding Company Aba District does not have effective performance appraisal.
H2: Power Holding Company Aba District has effective performance appraisal.
H0: There are no measures in use by managers to solve the problems of performance appraisal on employee in Aba District.
H3: There are measures in use by managers to solve performance appraisal on employee in Aba District.
1.6 SIGNIFICANCE OF THE STUDY
This study will create awareness among management of organizations, especially Power Holding Company Aba District of the importance of performance appraisal and to make them to appreciate the need to maximize its benefit while minimizing its pitfalls to justify the use of performance appraisal as a yardstick for determining individual rewards in an organization.
This research will benefit the student in carrying out further research on the effect of performance appraisal.
1.7 SCOPE OF THE STUDY
This study is restricted to Power Holding Company Aba District. It is to be a cross pollination study. It means that the entire cross section or the unit parts of the company would be involved in the study as they would constitute that population.
1.8 LIMITATIONS OF THE STUDY
Despite the interest and efforts put in this study by researcher, some problems were encountered in the course of the study.
Finance: In search of data required or needed for the study much money was involved, especially on transport fares and production of questionnaire and photocopying of relevant materials.
Times: The time allowed for the conclusions of this study was rather short. The researcher had combined their reading time with the time allocated for the study.
Employee: There are group of persons who are employed and are paid monthly for the cause of their service rendered. Advanced Learners Dictionary defines it as person who works for somebody or for a company in return for wages.
Motivational Tools: They are tools that make the employee to work effectively and efficiently.
Pre-Determine: To decide something in advanced so that it does not happene by chance.
Productivity: Power to make things. How quickly things are made. Coles, G. A. (1993:63) defines it ability to produce.
Performance: Process or manner of performing.