Perception of employees towards performing performance evaluation system Case study of National Horticultural Research Institude (NIHORT) Nigeria
Nihinlola, Adewale John 1985-
Perception of employees towards performing performance evaluation system Case study of National Horticultural Research Institude (NIHORT) Nigeria Adewale John Nihinlola; Supervisor: Hasret Balcıoğlu - Nicosia Cyprus International University 2013 - XI, 74p. Tables, charts 30.5 cm CD
Includes CD
Includes references (67-71 p.) Includes curriculum Vitae (72-74 p.)
CHAPTER ONE 1 INTRODUCTION 1 INTRODUCTION TO PĞERFORMANCE APPRAISAL/EVALUATION SYSTEM 1 RESEARCH OBJECTIVES AND AIMS 6 RESEARCH SIGNIFICANCES 6 RESEARCH PROBLEMS 7 RESEARCH LIMITATION AND SCOPE 8 CHAPTER TWO 10 LITERATURE REVIEW 10 INTRODUCTION 10 DEFINITION AND EXPLANATION OF PERFORMANCE 10 PERFORMANC APPRAISAL USEFULNESS 12 PERFORMANCE APPRAISAL SCHEME 14 Procedure for Performance Appraisal 15 P*erformance Appraisal Approaches 17 Effıcacy of Performance Appraisal Systems 19 Duration for Conducting Performance Appraisal 20 Conduction Employee Performance Appraisal 21 Criteria for Performing Performance Appraisal 22 Remedies to Performance Appraisal Setbacks 25 CHAPTER THREE 27 RESEARCH METHODOLOGY 27 RESEARCH PLANS AND METHODS 27 RESEARCH QUESTIONS 27 RESEARCH METHODS 27 Research Subjects 28 Data Source 28 Approach to Research Work 29 Size of the Research Sample 29 Selection of Sample 30 Collection of Data Methods and Study Tool 30 Processing of Data Methods and Analysis 31 CHAPTER FOUR 32 DATA PRESENTATION, ANALYSIS AND INTERPRETATIONS 32 Introduction 32 Demographic Data 32 Category of Respondents 33 Age Distribution of Respondents (Employees) 34 Level of Eduction of Respondents 35 Years Worked by Respodents in the Institution 36 Are There Any Performance Expectations Set by the Institute During Planning Session at the Start of a Rating Period? 37 Employee's View of Halo Error Committed By Raters 40 Method Two Using Frequency /Percentage Table 42 Employee's View of Horn Error Committed By Raters 43 Employees' View of Recency Error Commited By Raters 46 Employee's View of Strictness Error Committed By Raters 48 Employee's View of Leniency Error Committed By Raters 50 Employee's View of Similarity Error Committed by Raters 52 Employee's Views of Performance Appraisal Importance to Their Career Goals 53 Employee's View of Performance Appraisal Importance to Institute's Objective 54 Employee's Level of Commitment to the Performance Appraisal System 55 Employees'Level of Willingness to Submit to the Performance Appraisal System 58 CHAPTER FIVE 62 CONCLUSION AND RECCOMENDATION 62 RESEARCH LIMITATION 66 REFERENCES 67
'ABSTRACT Appraising performance is the act of observing and evaluating an employee\'s work behavior and accomplishments, with the purpose of measuring real performance against expected performance. An effort was made to discover out what employees of the institute feel about the whole process and practice of performance appraisal (Annual Performance Evaluation Report), the case of National Horticultural Research Institute (NIHORT) Nigeria. This study also recommends practical approaches to improve any appraisal biases that may be present in the institution\'s appraisal system. Samples of 164 questionnaires were distributed based on Cochran's formula calculation, only 110 respondents questionnaires were returned (78 senior stuffs and 32 junior staffs), the criteria for distributing the questionnaire was based on random sampling techniques. The data collected was analyzed, using statistical product and service solution (SPSS), in order to address the research questions. The overall perception of the respondent shows negative result that the employees perceived towards the practice, indicated that the system was affected by subjectivity and influenced by major errors and bias regarding to the result of the research. The results have severe administrative suggestion for motivation, training and condition of resources for efficient performance appraisal. The significant limitations of this research work are due to financial constraint and the time available for the research, it was conducted in only one institute NIHORT, Therefore, the findings may not be referred to as an expression of the general state of affairs in the other research institutions in Nigeria. Keywords: NIHORT, Performance Appraisal, Appraisal Subjectivity, Performance Evaluation '
Değerleme öznelliği
Appraisal subjectivity
Performans değerlendirme
Performance appraisal
Perception of employees towards performing performance evaluation system Case study of National Horticultural Research Institude (NIHORT) Nigeria Adewale John Nihinlola; Supervisor: Hasret Balcıoğlu - Nicosia Cyprus International University 2013 - XI, 74p. Tables, charts 30.5 cm CD
Includes CD
Includes references (67-71 p.) Includes curriculum Vitae (72-74 p.)
CHAPTER ONE 1 INTRODUCTION 1 INTRODUCTION TO PĞERFORMANCE APPRAISAL/EVALUATION SYSTEM 1 RESEARCH OBJECTIVES AND AIMS 6 RESEARCH SIGNIFICANCES 6 RESEARCH PROBLEMS 7 RESEARCH LIMITATION AND SCOPE 8 CHAPTER TWO 10 LITERATURE REVIEW 10 INTRODUCTION 10 DEFINITION AND EXPLANATION OF PERFORMANCE 10 PERFORMANC APPRAISAL USEFULNESS 12 PERFORMANCE APPRAISAL SCHEME 14 Procedure for Performance Appraisal 15 P*erformance Appraisal Approaches 17 Effıcacy of Performance Appraisal Systems 19 Duration for Conducting Performance Appraisal 20 Conduction Employee Performance Appraisal 21 Criteria for Performing Performance Appraisal 22 Remedies to Performance Appraisal Setbacks 25 CHAPTER THREE 27 RESEARCH METHODOLOGY 27 RESEARCH PLANS AND METHODS 27 RESEARCH QUESTIONS 27 RESEARCH METHODS 27 Research Subjects 28 Data Source 28 Approach to Research Work 29 Size of the Research Sample 29 Selection of Sample 30 Collection of Data Methods and Study Tool 30 Processing of Data Methods and Analysis 31 CHAPTER FOUR 32 DATA PRESENTATION, ANALYSIS AND INTERPRETATIONS 32 Introduction 32 Demographic Data 32 Category of Respondents 33 Age Distribution of Respondents (Employees) 34 Level of Eduction of Respondents 35 Years Worked by Respodents in the Institution 36 Are There Any Performance Expectations Set by the Institute During Planning Session at the Start of a Rating Period? 37 Employee's View of Halo Error Committed By Raters 40 Method Two Using Frequency /Percentage Table 42 Employee's View of Horn Error Committed By Raters 43 Employees' View of Recency Error Commited By Raters 46 Employee's View of Strictness Error Committed By Raters 48 Employee's View of Leniency Error Committed By Raters 50 Employee's View of Similarity Error Committed by Raters 52 Employee's Views of Performance Appraisal Importance to Their Career Goals 53 Employee's View of Performance Appraisal Importance to Institute's Objective 54 Employee's Level of Commitment to the Performance Appraisal System 55 Employees'Level of Willingness to Submit to the Performance Appraisal System 58 CHAPTER FIVE 62 CONCLUSION AND RECCOMENDATION 62 RESEARCH LIMITATION 66 REFERENCES 67
'ABSTRACT Appraising performance is the act of observing and evaluating an employee\'s work behavior and accomplishments, with the purpose of measuring real performance against expected performance. An effort was made to discover out what employees of the institute feel about the whole process and practice of performance appraisal (Annual Performance Evaluation Report), the case of National Horticultural Research Institute (NIHORT) Nigeria. This study also recommends practical approaches to improve any appraisal biases that may be present in the institution\'s appraisal system. Samples of 164 questionnaires were distributed based on Cochran's formula calculation, only 110 respondents questionnaires were returned (78 senior stuffs and 32 junior staffs), the criteria for distributing the questionnaire was based on random sampling techniques. The data collected was analyzed, using statistical product and service solution (SPSS), in order to address the research questions. The overall perception of the respondent shows negative result that the employees perceived towards the practice, indicated that the system was affected by subjectivity and influenced by major errors and bias regarding to the result of the research. The results have severe administrative suggestion for motivation, training and condition of resources for efficient performance appraisal. The significant limitations of this research work are due to financial constraint and the time available for the research, it was conducted in only one institute NIHORT, Therefore, the findings may not be referred to as an expression of the general state of affairs in the other research institutions in Nigeria. Keywords: NIHORT, Performance Appraisal, Appraisal Subjectivity, Performance Evaluation '
Değerleme öznelliği
Appraisal subjectivity
Performans değerlendirme
Performance appraisal