IMPACT OF JOB APPRAISAL ON EMPLOYEE PRODUCTIVITY IN AN ORGANIZATION

CHAPTER ONE
INTRODUCTION
1.1   BACKGROUND OF THE STUDY
This research project will be limited to Ojo Local Government, using the annual performance appraisal from, which tends to study the impact of Job Appraisal as it affects employee productivity on the part of workers in Ojo Local Government. However, it is important that employees at lower levels are properly represented at the top administrative level, especially when it comes to policy formulation and implementation. Ojo Local government is the one out of the twenty local government areas in Lagos State. The entire area is about 180 square kilometer with about 30% of it constituting the riverine areas. The local government area has Awori as its native inhabitants, and other tribes from the country are represented in large population.
Performance appraisal according to Fanibuyan (2001) is used to determine the promotion of workers and is usually done by the line manager and personnel specialist. Also, performance appraisal is concerned basically with a view of individual performance during a set period to identify his area of strength and weakness and establish targets for him so as to achieve the overall objectivities of the organization. Bankole (2000) asserted that performance appraisal is a review of employees’ performance based on the objective agreed in essence, it is the process of reviewing an individual’s performance and productivity in terms of effectiveness in a job and assessing his potential for future promotion. The ineffective use of performance appraisal as a human resources management tool cuts across different sectors of the economy, either public or private sector. It is pertinent to state that there are four main objectives of performance appraisal;
1. To provide an opportunity for the manager or superior or subordinates
2. To review the latter’s work in light of set objectives
3. To achieve the objectives of feedback at work
4. To create a sense of belonging and instill a sense of achievement in the individual. (Fanibuyan 2001) A look at the public sector will reveal that performance appraisal is not given any serious attention by both the management and staff of government establishment. There are cases when annual performance appraisal forms (APA) are filled by staff and would not be submitted back to the appropriate office, or the superior officer who is in charge of appraising subordinates is either frequently absent, or just treats the forms with nonchalant attitude or utter disregard.
1.2  STATEMENT OF THE PROBLEM
This research work is necessary now than every considering the rate of environmental hazards that employees are exposed to daily, the condition of job, the quality of food people consume, due to longer hours at work which over expose them to junk foods. Hence, the study will focus on the impact of job appraisal controlled and managed in Ojo Local Government.  As it is recorded to be a determinant of employees performance on productivity thereby causing disturbances at work. Furthermore, problems such as failure of companies in providing health Insurance scheme for their workforce, high rate of job insecurity, the setting of unrealistic deadlines, improper working conditions and absence of counseling department and appraisal on the productivity of employees in Ojo Local government.