Development Of A Performance Evaluation System For Employee Management

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Development Of A Performance Evaluation System For Employee Management


Abstract


This study is on development of a performance evaluation system for employee management. The total population for the study is 200 of Akwa Ibom state polytechnic, Ikot Osurua in Akwa Ibom state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made heads of department,senior lecturers, junior lecturers and non academic staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies


Chapter One


1.0 Introduction

1.1 Background of the Study

Employee’s performance management and appraisal is a subject of great interest in any organization. In every organization, employees play a vital role in determining its survival. In line with that, an employee is perceived as an important or valuable asset to an organization and is the key or prerequisite factor to make sure the operation of the organization or factory runs as planned. Employees become the heart and pulse of the organization and really important to determine the needs and expectancies of the client or customers. This is aligned with the purpose of performance appraisal in the contemporary approach which emphasizes on employee who has full potentials that can be explored and expanded. Employees can be used positively to sustain the quality of service or product of the organization. This is associated with the roles and responsibilities of the employees to perform at the highest level of their work competencies. Performance appraisal become more constructive and therefore the progress of the employees are improved. With the achievement of the organization’s vision and mission, employees can work together collaboratively with the organization itself based on the win-win basis. In this context, performance appraisal can turn out to be a good device to plan a better career path for the employees. The term performance appraisal are sometimes called as performance review, employee appraisal, performance evaluation, employee evaluation, employee rating, merit evaluation, or personnel rating. Performance appraisal is a system that involves a process of measuring, evaluating, and influencing employees’ attributes, behaviour and performance in relation to a pre-set standard or objective. In this information technology era, employee performance can be evaluated using software systems. This will enable information about the performance of employees to be easily evaluated and saved to database for future retrieval. Performance management of employees can be seen as the systematic description of individual job-relevant strengths and weaknesses for the purposes of making a decision about the individual. In another term, performance appraisal is a process of evaluating the behaviour of the employees in the workplace, or can also be referred as a process of giving feedback on employees’ performance. It involves a very complicated process and various factors can influence the process. Therefore, the process of evaluating employee’s behaviour should be looked at as a reciprocal process or using a matrix perspective and not as a straightforward process. There are a number of different appraisal approaches/ methods commonly used in organizations with methods used have their advantages as well as disadvantages and there are no right and wrong methods or approaches. Consistency and focus on the usage of the approaches or methodology are crucial to ensure they are successful.


1.2 Statement of the Problem

Employees become the heart and pulse of the organization and really important to determine the needs and expectancies of the client or customers. This is aligned with the purpose of performance appraisal in the contemporary approach which emphasizes on employee who has full potentials that can be explored and expanded.

Organizations still utilize the manual method of evaluating employee performance. It is difficult and time consuming to retrieve employee performance information. Absence of a database system to manage employee performance records also contribute to employee management in organization


1.3 Objective of the Study

The objective of the study is to develop an automated Staff performance system. The following are the objectives of the study:

  1. To develop a computerized system to aid in the evaluation of employee performance.
  2. To design a system that will make finding of employee performance information easy.
  3. To implement a database system that will maintain records of employee performance.

1.4 Research Hypotheses

For the successful completion of the study, the following research hypotheses were formulated by the researcher;

  1. H0: computerized system do not aid in the evaluation of employee performance.
    H1: computerized system aid in the evaluation of employee performance
  2. H02: database system do not maintain records of employee performance
    H2: database system maintain records of employee performance

1.5 Significance of the Study

The study is significant to the ministry of education because it will provide an automated system that will aid in maintaining accurate record of employee performance, it will provide a system that will enable information related to employee performance to be easily retrieved. The study will also serve as a useful reference material to other researchers seeking similar information.


1.6 Scope and Limitation of the Study

This study covers Development of a performance evaluation system for employee management (A case study of Akwa Ibom state polytechnic, ikot osurua). The researcher encounters some constrain which limited the scope of the study;

a) Availability of Research Material:

The research material available to the researcher is insufficient, thereby limiting the study

b) Time:

The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.

c) Organizational Privacy:

Limited Access to the selected auditing firm makes it difficult to get all the necessary and required information concerning the activities


1.7 Definition of Terms

Appraisal:

Evaluation or a judgment or opinion of something or somebody, especially one that assesses effectiveness or usefulness

Performance Appraisal:

Performance appraisal is a review and discussion of an employee’s performance of assigned duties and responsibilities.

Training:

The process of teaching or learning a skill or job to become more effective or productive in execution one or more task.

Employees:

Refers to a paid worker in a private organization or public parastatal.

Performance:

Pertains to working effectiveness, the way in which somebody does a job, judged by its effectiveness

Assessment:

Evaluation: a judgment about something based on an understanding of the situation.


1.8 Organization of the Study

This research work is organized in five chapters, for easy understanding, as follows

  1. Chapter one is concern with the introduction, which consist of the (overview, of the study), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study.
  2. Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature.
  3. Chapter three deals on the research design and methodology adopted in the study.
  4. Chapter four concentrate on the data collection and analysis and presentation of finding.
  5. Chapter five gives summary, conclusion, and recommendations made of the study

Chapter Five


Summary, Conclusion and Recommendation

5.1 Introduction

It is important to ascertain that the objective of this study was development of a performance evaluation system for employee management. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of development of a performance evaluation system for employee management


5.3 Summary

This study was on development of a performance evaluation system for employee management. Three objectives were raised which included:To develop a computerized system to aid in the evaluation of employee performance, to design a system that will make finding of employee performance information easy, to implement a database system that will maintain records of employee performance. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 of Akwa Ibom state polytechnic, Ikot Osurua in Akwa Ibom state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made heads of department,senior lecturers, junior lecturers and non academic staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies


5.3 Conclusion

As the increase of concentration on administrative management during these years, HRM plays a more important role in managing an organization, such as the effects of HRM on innovation, ‘new way of working principle’ for working relations. Performance management system, as a field of study, is a popular topic in HRM over time. It is important for a company to plan, manage and reward the performance. In doing so, company’s productivity would be developed and profit would be increased as well through supervising the whole process of performance management, such as building objectives, checking feedback and evaluating performance. On the other hand, employees are the resources and assets of an organization. Organizations need to figure out strategies for identifying, encouraging, measuring, evaluating, improving and rewarding employees’ performance at work. Consequently, improved employee performance could also influence organizational performance. Therefore, this thesis aimed at knowing how performance management system influences employee performance. And how could the different stages in performance management system influence employee performance respectively? The first objective is to review the relevant literature about performance management system and employee performance, also the relationship between them. The second objective is to analysis performance management system indicators and their link to employee performance based on the WERS 2004 dataset. The last objective is to find out the nature of the relationship between performance management system and employee performance, and to make a conclusion, also to develop a set of recommendations


5.4 Recommendation

Many factors will impact the effectiveness of an organization’s performance management system, but three are most important. First, the system needs to be aligned with and support the organization’s direction and critical success factors. Second, well-developed, efficiently administered tools and processes are needed to make the system user-friendly and well received by organizational members. Third, and most important, is that both managers and employees must use the system in a manner that brings visible, value-added benefits in the areas of performance planning, performance development, feedback and achieving results.


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