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CHAPTER ONE

INTRODUCTION

1.1   BACKGROUND OF THE STUDY

In organization, supervisors must from time to time evaluate the contributions and the abilities of their subordinates, they have to take decision relating to fair treatment, placement, transfers, promotion of their subordinates as well as those bordering on individual development. These personal responsibilities and activities should not based on a spur of the moment decisions, but rather on carefully and lucid judgment made by the supervisor in agreement with all affected and arrived of periodically in a systematic manners.

According of Ohadimma and Uwaoma (2000.73) performance appraisal can be seen as the systematic evaluation of an individual with respect to his performance on the job and his potentials for development. It is this judgmental process of evaluation the performance of another in this contest explains when an individual found up-grades and promotable while the others are not.

Nwachukwu (1985:473) stated that the essence of performance appraisal is to help the management take national decision in such things as promotion, transfer, pay increase, training and development, dismissal, termination and retirement on the employee concerned.

The role performance appraisal plays is very crucial because it help in the growth and survival of an organization, need to know how actually performance appraisal is contributing to the accomplishment of job plans, the staffing plan and ultimately the overall strategic plan of the organization.

Performance appraisal is also a development process since “It seeks to identify the strengths and weakness of the employee as a guide to his further development”. Appraisal in this contest does not act as a “Judge” who convicts the weakness of the employee and suggests way of strength him through training and developments.

The undying philosophical understanding according to Tamunome (2002:99) is that for any individual being asset the performance is fathy in him with the group goal. Individual goals must work into group goal to make relevance, so the whole essence of performance is to see how the individual goals are matching the group goals.

In recent times, it has been renamed performance appraisal. Generally to appraisal is to judge the worth, quality of condition of something or to find our its value. Therefore, to appraise performance is it’s asses and determine the quality of contributions and the possible worth of individuals potentials.

However, appraisal of employee or subordinate in most business organization can be ineffective without all concerned with the exercise seeking to eliminate hindrance which could cause or even lead to decrease productivity, been the facts that then disappointing approach adopted by most managers of business organization has really rendered the evolution process sometimes unimportant.

1.2   STATEMENT OF PROBLEMS  

Certain conditions of factors can make the appraisal exercise ineffective. Generally, evidence of ineffectiveness in this regards is seen in the attitude of line managers towards the evaluation process. These includes the lack of complete knowledge of employee behaviour by managers or supervisors, the element of business on

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