Perception of employees towards performing performance evaluation system Case study of National Horticultural Research Institude (NIHORT) Nigeria Adewale John Nihinlola; Supervisor: Hasret Balcıoğlu

Yazar: Katkıda bulunan(lar):Dil: İngilizce Yayın ayrıntıları:Nicosia Cyprus International University 2013Tanım: XI, 74p. Tables, charts 30.5 cm CDİçerik türü:
  • text
Ortam türü:
  • unmediated
Taşıyıcı türü:
  • volume
Konu(lar):
Eksik içerik
1 CHAPTER ONE
1 INTRODUCTION
1 INTRODUCTION TO PĞERFORMANCE APPRAISAL/EVALUATION SYSTEM
6 RESEARCH OBJECTIVES AND AIMS
6 RESEARCH SIGNIFICANCES
7 RESEARCH PROBLEMS
8 RESEARCH LIMITATION AND SCOPE
10 CHAPTER TWO
10 LITERATURE REVIEW
10 INTRODUCTION
10 DEFINITION AND EXPLANATION OF PERFORMANCE
12 PERFORMANC APPRAISAL USEFULNESS
14 PERFORMANCE APPRAISAL SCHEME
15 Procedure for Performance Appraisal
17 P*erformance Appraisal Approaches
19 Effıcacy of Performance Appraisal Systems
20 Duration for Conducting Performance Appraisal
21 Conduction Employee Performance Appraisal
22 Criteria for Performing Performance Appraisal
25 Remedies to Performance Appraisal Setbacks
27 CHAPTER THREE
27 RESEARCH METHODOLOGY
27 RESEARCH PLANS AND METHODS
27 RESEARCH QUESTIONS
27 RESEARCH METHODS
28 Research Subjects
28 Data Source
29 Approach to Research Work
29 Size of the Research Sample
30 Selection of Sample
30 Collection of Data Methods and Study Tool
31 Processing of Data Methods and Analysis
32 CHAPTER FOUR
32 DATA PRESENTATION, ANALYSIS AND INTERPRETATIONS
32 Introduction
32 Demographic Data
33 Category of Respondents
34 Age Distribution of Respondents (Employees)
35 Level of Eduction of Respondents
36 Years Worked by Respodents in the Institution
37 Are There Any Performance Expectations Set by the Institute During Planning Session at the Start of a Rating Period?
40 Employee's View of Halo Error Committed By Raters
42 Method Two Using Frequency /Percentage Table
43 Employee's View of Horn Error Committed By Raters
46 Employees' View of Recency Error Commited By Raters
48 Employee's View of Strictness Error Committed By Raters
50 Employee's View of Leniency Error Committed By Raters
52 Employee's View of Similarity Error Committed by Raters
53 Employee's Views of Performance Appraisal Importance to Their Career Goals
54 Employee's View of Performance Appraisal Importance to Institute's Objective
55 Employee's Level of Commitment to the Performance Appraisal System
58 Employees'Level of Willingness to Submit to the Performance Appraisal System
62 CHAPTER FIVE
62 CONCLUSION AND RECCOMENDATION
66 RESEARCH LIMITATION
67 REFERENCES
Özet: '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 '
Materyal türü: Thesis

Includes CD

Includes references (67-71 p.)

Includes curriculum Vitae (72-74 p.)

'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 '

1 CHAPTER ONE

1 INTRODUCTION

1 INTRODUCTION TO PĞERFORMANCE APPRAISAL/EVALUATION SYSTEM

6 RESEARCH OBJECTIVES AND AIMS

6 RESEARCH SIGNIFICANCES

7 RESEARCH PROBLEMS

8 RESEARCH LIMITATION AND SCOPE

10 CHAPTER TWO

10 LITERATURE REVIEW

10 INTRODUCTION

10 DEFINITION AND EXPLANATION OF PERFORMANCE

12 PERFORMANC APPRAISAL USEFULNESS

14 PERFORMANCE APPRAISAL SCHEME

15 Procedure for Performance Appraisal

17 P*erformance Appraisal Approaches

19 Effıcacy of Performance Appraisal Systems

20 Duration for Conducting Performance Appraisal

21 Conduction Employee Performance Appraisal

22 Criteria for Performing Performance Appraisal

25 Remedies to Performance Appraisal Setbacks

27 CHAPTER THREE

27 RESEARCH METHODOLOGY

27 RESEARCH PLANS AND METHODS

27 RESEARCH QUESTIONS

27 RESEARCH METHODS

28 Research Subjects

28 Data Source

29 Approach to Research Work

29 Size of the Research Sample

30 Selection of Sample

30 Collection of Data Methods and Study Tool

31 Processing of Data Methods and Analysis

32 CHAPTER FOUR

32 DATA PRESENTATION, ANALYSIS AND INTERPRETATIONS

32 Introduction

32 Demographic Data

33 Category of Respondents

34 Age Distribution of Respondents (Employees)

35 Level of Eduction of Respondents

36 Years Worked by Respodents in the Institution

37 Are There Any Performance Expectations Set by the Institute During Planning Session at the Start of a Rating Period?

40 Employee's View of Halo Error Committed By Raters

42 Method Two Using Frequency /Percentage Table

43 Employee's View of Horn Error Committed By Raters

46 Employees' View of Recency Error Commited By Raters

48 Employee's View of Strictness Error Committed By Raters

50 Employee's View of Leniency Error Committed By Raters

52 Employee's View of Similarity Error Committed by Raters

53 Employee's Views of Performance Appraisal Importance to Their Career Goals

54 Employee's View of Performance Appraisal Importance to Institute's Objective

55 Employee's Level of Commitment to the Performance Appraisal System

58 Employees'Level of Willingness to Submit to the Performance Appraisal System

62 CHAPTER FIVE

62 CONCLUSION AND RECCOMENDATION

66 RESEARCH LIMITATION

67 REFERENCES

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