ABSTRACT
Main purpose of this study is to examine how employee’s performance can be appraised. The population size of the study based was three hundred and eighty five (385). The sample size use in collecting the data was sample random sampling a total of one hundred and eighty five (385) persons were chosen as the researcher sample size. The researcher also used questionnaire method as the instrument for data collection. The research also employed design was considered appropriate for the study; it also provided three (3) research questions. The researcher also uses simple percentage method in data analysis. This is because of its simplicity finally the researcher’s findings sates that for performance evaluation to serve as a tool for control in any company, there should be effective planning system. The researcher concluded that any organization with the aim of productivity in order to make profits should be prepared to satisfy the employees. This can be done by providing the means through the needs and wants can be met. The researcher further recommends that to inform and not to deform the Nigeria mineral water Limca activities should follow effective management approach to events and make sure that all his plans regarding to performance evaluation is well structured in order to ensure proper management.
TABLE OF CONTENTS
Title
Table of contents
Abstracts
CHAPTER 1
INTRODUCTION
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Purpose of the Study
1.4 Significance of the Study
1.5 Research Question
1.6 Scope of the Study
1.7 Definition of Terms
CHAPTER 2
RELATED LITERATURE REVIEW
Introduction
Evaluation of Training
Performance Appraisal as a Goal Conscious
Benefits of Performance Evaluation
Problems of Performance Evaluation
Solutions to the Problems of Performance
Evaluation
Summary of Literature Review
CHAPTER 3
RESEARCH METHODOLOGY
3.1 Design of the Study
3.2 Area of the Study
3.3 Population of the Study
3.4 Sample and Sampling Technique
3.5 Instrument for Data Collection
3.6 Reliability and Validation of the Instrument
3.7 Distribution and Retrieval of Instrument
3.8 Method of Data Analysis
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
Findings
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of Findings
5.2 Conclusion
5.3 Recommendations
5.4 Limitation of Study
5.5 Suggestion for Further Research
References
Appendix
Questionnaire
CHAPTER 1
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
It is a very clear fact by both definition and common understanding that every organization is formed for an objective. Through two objectives may be profit or nonprofit commonly for any organization to succeed, the efforts of its employees must be directed towards the realization of their individual set objectives. The efforts of each of the employees or group of employees in each organization may be directly or not and normally varies in degrees and relevance to the corporate objective, but should not for any reason be rejected in the interest of the corporate objectives. Out performance by any employee or group of employees in a department will surely result to underachievement of the co-operate organizational goals.
In recognition of the importance of one employee to the corporate existence and goal attainment, the need to have a set goal or standard at each level of the organizational structures becomes imperative. This arrangement will make it possible and help in checking and appraising of the employee by various superiors in the organization. This objective standard will be proportionate and appropriate to the level and position of the employees in the organizational structures as the expectations of each employee depends on his position and level in the organizational hierarchy.
It was in recognition of this Fredrick will show Taylor, the father of scientific management in his article in the journal transaction urged for the establishment of performance standard. This was with this aim to determining the employee’s productivity as their performance evaluation could be measured if...================================================================
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