project proposal
RESEARCH TOPIC
PERFORMANCE APPRAISAL AS AN INSTRUMENT FOR EFFECTIVE HUMAN RESOURCE MANAGEMENT (CASE STUDY OF CHEVRON)
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY “Performance appraisal is an evaluation of the appraisee performance in his or her job while potential appraisal helps in discovering the appraisee’s capabilities, skills and talents for development.”(Obisi, 1996).
Worldwide, performance appraisals are used in nearly all organizations. There are different tools and number of goals that performance appraisals focus to examine individual’s performance and potential of development, (Leena and Twinkle, 2012: pg01-06). Therefore, the general area of our study is performance appraisal systems in organization. Only minority activities in personnel management are concerned with evaluating employees as individuals.
Performance appraisal is a planned interaction between employees and their supervisors, during which the former examine the performance of the latter to identify strengths and weaknesses with the view to improving future performance, (Kofi, 2012: pg22). For their, appraisal is part and parcel of an important personnel activity salary planning and administration. Having accepted that staff performance appraisal is a legitimate activity in organization, we shall familiarize ourselves with the difficulties concerning both accuracy and fairness.
i. The construction of the appraisal documents ii. The style in which the appraisal approached iii. The culture of the organization
It is important to note that the culture of value-system of the organization will act as the major determinant of both the appraisal scheme adopted and the way it is introduced. For instance if the culture is one which favors control and measurement of people, then it is likely that system will be imposed on the participants, but that it will at least contain some measurable criteria against which to judge performance. But where
PERFORMANCE APPRAISAL AS AN INSTRUMENT FOR EFFECTIVE HUMAN RESOURCE MANAGEMENT (CASE STUDY OF CHEVRON)
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY “Performance appraisal is an evaluation of the appraisee performance in his or her job while potential appraisal helps in discovering the appraisee’s capabilities, skills and talents for development.”(Obisi, 1996).
Worldwide, performance appraisals are used in nearly all organizations. There are different tools and number of goals that performance appraisals focus to examine individual’s performance and potential of development, (Leena and Twinkle, 2012: pg01-06). Therefore, the general area of our study is performance appraisal systems in organization. Only minority activities in personnel management are concerned with evaluating employees as individuals.
Performance appraisal is a planned interaction between employees and their supervisors, during which the former examine the performance of the latter to identify strengths and weaknesses with the view to improving future performance, (Kofi, 2012: pg22). For their, appraisal is part and parcel of an important personnel activity salary planning and administration. Having accepted that staff performance appraisal is a legitimate activity in organization, we shall familiarize ourselves with the difficulties concerning both accuracy and fairness.
i. The construction of the appraisal documents ii. The style in which the appraisal approached iii. The culture of the organization
It is important to note that the culture of value-system of the organization will act as the major determinant of both the appraisal scheme adopted and the way it is introduced. For instance if the culture is one which favors control and measurement of people, then it is likely that system will be imposed on the participants, but that it will at least contain some measurable criteria against which to judge performance. But where
References: Obisi, C. (1996). Personnel Management: lakbod enterprise, Ibadan. Leena. T and Twinkle. P. (2012). From Performance Appraisal to Performance Management. IOSR Journal of Business and Management, Volume 3, Issue 5. 01- 06. Kofi, O. A., and Vincent, P.K. (2012). Performance Appraisal As Employee Motivation Mechanism In Selected Financial Institutions In Kumasi, Ashanti Region Of Ghana. International Journal of Multidisciplinary Research, Vol.2 Issue 6, 22. Atiomo, A.C. (2000). Human Resource Management: Malthouse Management Science Books, Lagos. Fajana, S Alo, O. (1999). Human Resource Management in Nigeria: Business and Institutional Support Associates Limited, Lagos.