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INFLUENCE OF PERFORMANCE APPRAISAL SYSTEM ON EMPLOYEE PRODUCTIVITY IN PUBLIC SECTOR: A CASE OF MINISTRY OF AGRICULTURE RUIRU NIGERIA
Abstract
The public sector in Nigeria is going through profound restructuring in the face of financial constraints that force the sector to encourage employees to appreciate appraisal systems for enhancement of productivity. In this respect, one of the most popular tools used in the contemporary productivity enhancement programme is the application of performance appraisal systems. However, since appraising is considered to be a particularly controversial management practice anywhere it is being practiced, its influence in the public sector faces numerous challenges and obstacles. The purpose of this study was to explore the influence of performance appraisal system on employee. The study was guided by the specific objective namely; – to determine the influence of training, to establish the influence of promotion, to examine the influence of remuneration and to find out the influence of discipline on employee productivity. The study hoped that it would provide valuable information to management that would assist management in ensuring that performance is more than ability and motivation. The theories included; goal setting theory, learning and training and evaluation theory, agency theory and expectance theory respectfully. Content analysis was used to calculate qualitative data while descriptive analysis was used to calculate mean, frequencies and percentage. A case study was adopted due to the nature of the study and because it would enable an in-depth analysis of the study phenomenon. The target population was 90 and a saturadete sampling method was adopted. Questionnaires were used to collect data and was analyzed and presented through tables and charts. The researcher used both qualitative and quantities techniques in analyzing the data. The researcher selected a pilot group of 10 individuals to test the reliability. Validity test was done on 5 participants. Cronbach’s Alpha was calculated and come as 0.956 for part II and III and 0.903 for part IV and V. The findings from the study established that majority of employees felt that the performance appraisal system was not the best tool in measuring performance. It also established that training, promotion; discipline and remuneration had an influence on staff performance and hence enhanced their productivity. It is essential therefore to train and develop people for effective performance. Promotion influences the perception of the employees about fairness in the organization, while remuneration that is not visible to the employee may fail to get desired motivating effect. Organization still need to have displinary procedure, whether formal or informal, that carries successively stiffer penalties for repeated or for most serious offenses.
Keywords: Gross Domestic Product, United Nations Development Program, Organization for Economic Cooperation and Development, Salaries and Remuneration Communication