Performance Appraisal And Employees’ Performance Of Academic Staff
Goals are set by organizations and pursued rigorously. In a bid to achieve such a goal, organizations set targets for individuals, groups, or departments and work assiduously towards achieving them. Therefore, this study examined the effect of performance appraisal on employees’ performance. Specifically, the study explored the effect of managerial evaluation, 360-degree appraisal and feedback system on employees’ performance of academic staff of Federal Polytechnic, Ilaro. The study adopted survey research design. With total population of 193 employees from school of environmental and management studies, 130 employees were selected as the sample size using simple random sampling technique with the aid of Taro Yamane (1973) formula. The study used primary data which was gathered through structured self-administered questionnaire. The data were then analysed through descriptive and linear regression analysis with SPSS V. 23. The findings of the study showed that: managerial evaluation has a weak positive significant impact on employees; performance (β = 0.146, p = 0.008); 360-degree appraisal has a weak, positive significant effect on employees; performance (β = 0.244, p = 0.000); and feedback system has strong positive significant relationship with employees’ performance (β = 0.608, p = 0.001). Based on the findings the study concluded that performance appraisal has significant effect on employees’ performance of academic staff of Federal Polytechnic, Ilaro. The study therefore, recommended that: The Management of Federal Polytechnic, Ilaro should adopt a structured managerial evaluation system centered on continuous, goal-oriented feedback. This system should focus on providing regular, constructive feedback that helps employees set clear, achievable goals; they should integrate 360-degree appraisal process as a standard practice for comprehensive feedback. By leveraging insights from peers, subordinates, and supervisors; should establish a structured and regular feedback system. This system should provide timely, clear, and constructive feedback to employees.
The broad objective of this study is to examine the impact of performance appraisal on employee performance. Specific objectives are to:
- Investigate the impact of managerial evaluation on employee’s performance of Federal Polytechnic Ilaro, Ogun state.
- Ascertain the effect of 360-degree appraisal on employee’s performance of Federal Polytechnic Ilaro, Ogun state
- Evaluate the significance of feedback system on employee’s performance of Federal Polytechnic Ilaro, Ogun state.
Following from the objective of this study, the research will seek to provide answers to the following research questions:
- What is the effect of managerial evaluation on the employee’s performance of academic staff of Federal Polytechnic, Ilaro?
- How does 360-degree performance appraisal impact on the employee’s performance of academic staff of Federal Polytechnic, Ilaro?
- Why is feedback system important in improving the employee’s performance of academic staff of Federal Polytechnic, Ilaro?
The following null hypotheses will be tested in the course of the research:
H01: Managers’ appraisal does not pose any significant impact on the employee’s performance of academic staff of Federal Polytechnic, Ilaro.
H02: 360-degree appraisal does not significantly affect the employee’s performance of academic staff of Federal Polytechnic, Ilaro.
H03: There is no relationship between feedback system and employee’s performance of academic staff of Federal Polytechnic, Ilaro.
1.0 INTRODUCTION
1.1 Background of the Study
Organizations establish goals that they pursue with determination. To achieve these goals, they set targets for individuals, groups, or departments and diligently work towards meeting them. Consequently, management is responsible for employing various techniques and expertise through effective planning, organizing, directing, and controlling of operations to meet these targets. The Human Resource Management (HRM) department plays a crucial role in managing the organization’s workforce efficiently. This includes recruiting and retaining quality employees, as well as providing training and development opportunities to enhance productivity and efficiency, ultimately contributing to the overall success of the organization (Anwar & Abdullah, 2021).
The goals of an organization serve as benchmarks for assessing its performance; hence, HRM practitioners utilize performance appraisals to evaluate employee performance, which is crucial for the organization’s success (Daniel, 2019). The level of employee performance that aligns with the organization’s requirements hinges on positive job attitudes, such as job satisfaction and commitment. Conversely, negative attitudes can hinder the achievement of organizational goals (Olasokan & Toki, 2021).
Performance appraisal is a crucial component of an organization, vital for its survival and productivity. Consequently, it has gained increasing attention from both researchers and organizations (Toki, Padonu, & Tairu 2023). To foster enhanced development and employee job satisfaction, organizations allocate significant resources to rewards and recognition aimed at boosting productivity (Francis, 2020). Additionally, performance appraisals serve to inform employees about their progress and growth, as well as their skills and potential. Thus, a well-structured performance appraisal system significantly influences various facets of human resources (HR) and is essential for the organization as a whole. An effectively implemented appraisal system can align the needs of the organization with those of its employees (Daniel, 2019).
Performance appraisal is a formal process that typically occurs on a limited basis, in which employees are evaluated by a designated judge, often a supervisor. This evaluation involves assessing the employee’s performance according to specific criteria, assigning a score based on that assessment, and subsequently informing the employee of their official rating (Magher, 2018).
In any organization, management focuses on achieving high productivity, ensuring quality services, fostering quality workmanship, maintaining industrial peace, and promoting cooperative labor. Conversely, employees seek fair wages, job satisfaction, favorable working conditions, involvement in decision-making, self-recognition, and opportunities for advancement. Organizations and managers often face significant challenges in effectively managing their human resources, frequently encountering industrial conflicts and unresolved grievances from various employee groups, typically stemming from dissatisfaction. A primary source of discord between management and employees is often related to inadequate and inequitable rewards (Adejuwon & Adepoju, 2022).
Organizational productivity is influenced and shaped by multiple factors, including corporate culture, communication practices, systems and tools, training and development initiatives, motivation and incentives, planning and programming, control and reporting mechanisms, staffing, organizational structure, processes, strategies, as well as the goals and objectives of the organization (Adejuwon & Adepoju, 2022).
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