ABSTRACT
Every manager in organizations takes action everybody, which affects people.
Most often he may create or avoid problems support or suppress creativity, inspire on frustrate his punition of the human organization.
It becomes ever clearer when considered from the view point of appraising performances of his subordinates. Hence, the ability of most organization to appraise the performance of their employees accordingly has resulted in low productivity.
Relevant literatures were reviewed and this exposed the views of various researchers on performance appraisal. And the procedures used for the collection of data were the questionnaires and oral interview. The stratified random sampling method was used to choose the respondents.
From the analyzed data, it was discovered that the results of the yearly performance evaluation were mostly used as the basis for personal decision. Hence, the appraisal system seems to have tremendous impact on promotion, termination and increment of salaries of - employees of National Electric Power Authority (NEPA).
It was recommended among other things that performance appraisal of - employees should not be the only basis through which they are promoted or receive their increments and other benefits.
TABLE OF CONTENT
Title page i
Dedication ii
Acknowledgement iii
Abstract iv
Table of content vi
CHAPTER ONE
1.1 Background and need of the study 1
1.2 Statement of problem / research questions 5
1.3 Objectives / purpose of the study 7
1.4 Formulation of he hypothesis 8
1.5 Significance of the study 9
1.6 Scope of the study 11
1.7 Limitations of the study 11
1.8 Definition of terms 13
Reference 15
CHAPTER TWO
Literature review 16
2.1 Definitions 16
2.2 Evolution of the concept 17
2.3 Meaning and purpose of performance appraisal 20
2.4 Appraisal objectives 21
2.5 Approaches to the performance appraisal 24
2.6 Performance appraisal methods 26
2.7 References 33
CHAPTER THREE
Presentation and analysis of data 34
3.1 Summary findings 58
3.2 Conclusion 60
3.3 Recommendation 60
References 63
