The purpose for this study is to enlighten on the effect of employee performance appraisal on workers performance in Nigeria civil service and to offer possible solution that will help appraisers to carryout suitable performances appraisal system. The primary data were collected through questionnaire, observation and oral interviews, textbook, journals, Newspaper and internet. The population of the study comprises of subjects made up of males and females of different age brackets. Material and socio-economic status, subjects were supervisor and subordinate staff of ministry of lands Enugu with staff strength of three hundred and eight (308) personnel. Being clear on the population, the statistical formula used in determining the sample size was called Yamani. Sample distribution table were 174. However, a total of 150 questionnaires were used as returned in the analysis of the data. Percentage evaluation and tabular method were used in analyzing the data. Findings revealed that officers at ministry of lands are strictly reliance on rules and regulations. And also the hands of department partake to a very large extent to the performance appraisal of employee in the ministry. Furthermore, the findings revealed that some of the appraisers were influenced by the reaction of employees to the result of their performance. Consequently, the work recommend that ministry should provide adequate training for appraisers to enable them perform their duties objectivity and successfully. And also Heads of department should partake in performance appraisal of employees for the goals and objective of the organization. And they should try “years of experience at work” as part of criteria for their appraisals. Finally, the research work concluded that the ministry of lands Enugu should endeavor to design good policies and programmer appraisal of employee in such a way that the basic aims and objective appraisal will be achieved.

Title Page         

Certification         

Dedication          

Acknowledgment        

Abstract          

Table of Contents         

CHAPTER ONE: 

1.0 INTRODUCTION       

1.1 Background and Need for the Study  

1.2 Statement of the Study      

1.3 Objective of the Study      

1.4 Theoretical Foundation of the Study   

1.5 Research Questions       

1.6 Significance of the Study      

1.7 Scope of the Study       

1.8 Limitations of the Study      

1.9 Definition of Terms       

    References        

CHAPTER TWO

2.0  LITERATURE REVIEW      

2.1  Definition of Performance Appraisal   

2.2  Appraisal Systems       

2.2.1Confidential Reporting System    

2.2.2The Open Reporting System    

2.2.3Unconventional or Unsystematic Appraisal System        

2.3  Aims and Objective of Performance Appraisal System         

2.4  Methods of Appraisal      

2.4.1Ranking Method      

2.4.2Forced-Choice Rating     

2.4.3Work Standard       

2.4.4Essay Appraisal      

2.4.5Management by Objective (MBO)   

2.5  Timing of Appraisal       

2.6  Management Policies on Appraisal    

2.7  Advantages of Performance Appraisal  

2.8  Performance Appraisal Disadvantage  

2.9  Performance Appraisal Problems and Weakness                

     References        

CHAPTER THREE

3.0  RESEARCH DESIGN AND METHODOLOGY 

3.1  Research Method and Design    

3.2  Sources of Data      

3.2.1Primary Data      

3.2.2Secondary Data     

3.3  Location of the Study     

3.4  Data Collection      

3.5  Population of Study      

3.6  Sample Size Determination    

3.7  Instrumentation       

3.8  Validity of the Instrument    

3.9  Reliability of the Instrument    

     Reference       

CHAPTER FOUR 

4.0  PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA    

CHAPTER FIVE

5.0 SUMMARY OF FINDINGS, RECOMMENDATION AND CONCLUSION

5.1 Summary of Findings     

5.2 Recommendations      

5.3 Conclusion        

    Bibliography       

    Appendix        

    Questionnaires