THE EFFECTS OF EMPLOYEES PERFORMANCE APPRAISAL ON PRODUCTIVITY GROWTH OF PUBLIC ENTERPRISES (A CASE STUDY OF PHCN ABA DISTRICT)

CHAPTER ONE

1.0 INTRODUCTION

       The effect of employee performance on productivity and growth of public enterprises in Nigeria is likening when our economy is having an economic meltdown turnover due to a very low productivity of our public enterprises.

1.1 BACKGROUND OF THE STUDY

To manage an organization efficiently and effectively, there should exist a proper hierarchical structure to clarify organizational lines of responsibility. This structuring is necessary for the purpose of knowing the following principal managerial functions thus:

• Where to fix an employee
• When his capability have out lined such position.
• When a training and development of new skills for other positions are needed.
• What to pay the employees as salary
• What can we do help our employees do better for us and for themselves.
• The way of achieving this structure.

Different organizations have many strategies among them are:

• Performance of an employee: If the performance of an employee is of such important, then there must be a method of re-assuring it which should be scientific and empirical so that attitude of personalization, favourism, traditions and tribalism would not influence it.
• Employees performance rating:. Through this means, the organization can grade the capacity strength of its employees to whether the employees requires training programme in order to improve for better performance.
• Recognition:. This is one among the strategies organization use to improve the performance of its employees once an employee is praised or recognized to increase his moral in order for him or her to put more efforts on the job which will automatically increase production.
• Motivation: This theory has made us to believe that an employee must have a reason (motivator) to act or behave in the manner in which he does. Organization expects its workforce to perform at an acceptable level and for this aspiration to be realized it have to motivate its workface so as to perform very well.

1.2  PROFILE OF THE COMPANY OF A CASE STUDY    

              Power Holding Company of Nigeria was first established in Nigeria in 1886 when two 30-kilowatts generating unit were installed to serve the city of Lagos. P.H.C.N generates electricity from nine power stations six of which are thermal and three hydro. The thermal and Afan, includes Delta, Egbin and Ijora. Power station which runs on gas, sapele power stations run on gas and stream as of then while oji River power runs on coal. Kainji jebba and shiroro. Hydro power stations and distribution are inter-linked by a transmission network known as the Nation and with the National center at Oshogbo. As a simple and public utility whose presence is felt in all nooks and crannies of the federation?

Power Holding Company of Nigeria has numerous distribution stations throughout the country and the strategic position which PHCN occupies in the solid economic development of Nigeria means that the machinery of PHCN should be efficient hence the need for performance appraisal on productivity and growth of public enterprises in Nigeria are to meet with the modern technology requirement.

1.3 STATEMENT OF THE PROBLEM

              The raise and fall in productivity with an enterprise depends on the general performance of the employee. One of the factors that help to improve performance is the problems associated with it in a public enterprise which can be summarized as follows:

• The human limitation of the appraiser:. Most appraisal system as practiced in public enterprises in Nigeria leaves the appraiser wholly to his judgments, this judgment is often afflicted by tribalism, favourism, insufficient knowledge – `of the appraisal Follow-up:. Follow up is suppose to be part of appraisal scheme are not done by the appraiser, rather it has turned out to be and which does not bear the reason for which appraisal was set-up.

The present procedures affects the moral of the appraises because managers did not take or follow-up action after the appraisal.Lack of use of appraisal made:. This file away attitude associated with the personnel department in most public enterprise in Nigeria is one of the problems militating against the use of performance appraisal.

• Subjectivity of the part of the appraiser:. The appraiser sometimes exhibit an act of fear in carrying out their duties, for them not to be named wicked, so because of that, a let my people go attitude are attached to the appraisal process, and the appraises is assed below average whether or not he will quality for it. The appraiser does this only to answer a good name among the appraises.

• OBJECTIVES OF THE STUDY

The following are the objectives of the study

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