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ABSTRACT
The study was designed to assess the impact of the Staff Performance Appraisal
System of First Bank Plc, a case study of Uyo Branch. Specific goals of the
study cover measurement of employees understanding of the goals of the
appraisal system, its process and procedures. Also, the study measures
employees perception of the appraisal system, how it has been able to identify
employees strengths and weakness and finally finds out whether all set goals
are achieved. The study population was the entire staff of Uyo Branch totaling
221. The researcher used sample size of 52% and obtained data using a
eleven-sectioned self completed questionnaire and interviews. Data presentation
and discussions were supported with bar and line graphs, pie chart and tables
to make the whole work easy to read and understand by all and sundry. The study
revealed that the Staff Performance Appraisal exercise was not given the
seriousness it deserves. Again, majority of the staff have knowledge of the
performance appraisal system in the bank and agreed that the system establishes
key goals, so the researcher recommended improvement in communication and
introduction of training programmes highlighting the relevance of performance
appraisal and its structures.
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Performance Appraisal is a major subject of controversy in
management circles. While business leaders see the need for appraisal systems,
they are frequently disappointed in them. One of the responsibilities of
management is to ensure that an organization functions effectively and
efficiently. In order to achieve these goals, managers must be able to
determine and assess performance levels of both an organization and its
individual employees (Kurt 2004).
Modern businesses depend upon measurement and analysis of
performance. Measurements must derive from the company’s strategy and provide
critical data and information about key processes, outputs and results. Data
and analysis support a variety of company purposes, such as planning, reviewing
company performance, improving operations, and comparing company performance
with competitors’ or with ‘best practices’ benchmarks (Averson, 1998).
1.2
Statement of the problem
Performance appraisal provides a good opportunity to
formally recognize employees’ achievements and contributions to the
organization, and to ensure that a clear link is established and maintained
between performance and reward. Employees of First Bank Plc in recent times
have been accused of high level of inefficiencies in the discharge of their
duties by the general public. However, it was recently that research had revealed
the deplorable working conditions under which financial professionals’ work.
Poor infrastructure, inadequate logistics and equipment, poor remuneration and
inadequate reward system have always led to the low level of public confidence
and respect in the financial institutions.
The situation
had further resulted in ripple effects of poor performance, low morale and lack
of discipline in the service vis-a-vis the theories on performance appraisal.
Given the challenges earlier enumerated to be facing employees in First Bank
Plc, particularly employees of Uyo Branch in Nigeria.
pg. 13
1.4 Objectives of the Study
An effective
performance appraisal programme would assist an organization to achieve its
goals and goals. It would lead to enhanced communication, employees
professional development, improved employee morale and help identify training
needs of the employees. A well-developed staff are more likely to be proactive,
productive and resourceful, all of which help give the organization a competitive
edge from improved customer relations to increased profits.
1.4.0
The
main objective of the study was to assess the effectiveness of the
Performance Appraisal (SPA) system in First Bank Plc at Uyo Branch.
1.4.1
Specific goals
for the study were to find out:
1.
To
measure employees’ understanding of the goals of the appraisal system, its
processes and procedures at First bank.
2.
To
find out whether the appraisal system at First bank is achieving the goals.
3.
To measure employees perception of the
appraisal system at First bank.
4.
To
find out how the performance appraisal system has been able to identify
employees’ strengths and weaknesses and programmes put in place to address
weaknesses and reward performance.
pg. 14
1.5 Research questions
The following research questions formed
the basis upon which the study was
conducted:
1.
What
is the level of employees’ understanding of the goals of the appraisal system,
its processes and procedures at First bank?
2.
How is the appraisal system at First
bank achieving the goals?
3.
What
is the perception of employees of the appraisal system at First bank?
4.
Is
the performance appraisal system able to identify employees’ strengths and
weaknesses?
1.6 Significance of the study
This study would bring to light employees understanding and
appreciation of the performance appraisal system and the relevance of an goal,
systematic and effective performance appraisal. Also, it would contribute to
knowledge and literature because it would focus on how performance appraisal
can be more effective which would enable management to develop a broader
understanding of human resource management process. Further, it would provide
information for human resource practitioners on how rules and regulations
regarding performance appraisal work in banks and develop the necessary
programmes to address weaknesses and reward performance.
pg. 15
1.9
Limitation of the Study
The
researcher finds that the time span within which to complete this work may not
be enough to allow for a comprehensive study of the research area. Again the
study was constrained because of the researcher’s inability to access some
information he considers important for the study.
1.10 Organization of the Study
The study is divided into five (5) chapters. Chapter one
embodies the general introduction to the study, the goal of the study, specific
goals, statement of the problem, research questions, scope, organization of the
study and the significance of the study. In chapter two, the works of some
authors pertaining to the concept of appraisal are reviewed, bearing in mind
the goal of the study. Chapter three provides information on the methodology
for the study. It looks at the study design, the study population, and the
sampling techniques used. It also provides information on the data collection
methodology and analysis procedures.
The fourth
chapter reports on the findings obtained from the field study. It describes the
background of the respondents, the issues relating to effectiveness of
performance appraisal, the identifiable constraints that affected the appraisal
system in the service and how to solve them. The concluding fifth chapter
summarizes the salient trends and ends with suggestions and recommendations
necessary for the attainment of an effective
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