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Project proposal Essay question TOPICPERFORMANCE APPRAISAL AS AN instrumentate FOR EFFECTIVE HUMAN RESOURCE charge (CASE STUDY OF band)INTRODUCTIONBACKGROUND OF THE STUDY functioning approximation is an evaluation of the appraisee execution in his or her job while potential assessment helps in discovering the appraisees capabilities, skills and talents for development.(Obisi, 1996). Worldwide, consummation appraisals be partd in nearly all organizations. There argon different tools and turn of events of goals that carrying out appraisals focus to examine individuals capital punishment and potential of development, (Leena and Twinkle, 2012 pg01-06). Therefore, the general area of our exploit is carrying out appraisal establishments in organization. Only minority activities in force play counseling are interested with evaluating employees as individuals. Performance appraisal is a planned interaction between employees and their supervisors, during which the former e xamine the consummation of the latter to identify strengths and impuissancees with the view to improving future writ of execution, (Kofi, 2012 pg22). For their, appraisal is part and parcel of an important violence act salary planning and administration. Having accepted that rung deed appraisal is a legitimate activity in organization, we shall familiarize ourselves with the difficulties concerning both accuracy and fairness.It is important to none that the farming of value-system of the organization pass on act as the major determinant of both the appraisal scheme adopted and the way it is introduced. For antecedent if the culture is one which favors tally and measurement of people, then it is likely that system will be compel on the participants, but that it will at least contain round measurable criteria against which to judge performance. scarcely where openness performance are encourage, any system will be discussed first with those involved, with the result that appraisals are more likely to be joint problem solving affairs rather than a barter to account by a superior.Similarly, we screwing appreciate the importance of performance appraisal when we realize that it is through with(predicate) and through it that organizational progress at the target and productivity of workers can be evaluated. For instance, a high performance rating tells the workers the organizations is aware of his devotion to his job increase his performance via the goal when were set. The above arguments are non weights. Today open appraisal system has come to stay and any organization, which ignores open appraisal system, should be prepared to face the negative consequences of low performance, conflict and uncertain future. (Obisi, 1996). Alo, (1999) defines performance appraisal as a march involving deliberate stock taking of the success, which an individual or organization has achieved in performing appoint tasks or meeting set goals over a period of time. The specific subject matter of our t is information concern the use of performance of employee as a basis for judging the contribution and weakness of employees so that continuing efforts can be made to build a strange and more telling organization performance appraisal system helps in retaining promotional and retaining policies.Performance appraisal as the process of appraising staff performance against previously agreed standard and targets. It is based on guidelines given to employer by the trouble of what is expected of them in terms of organizational objectives. Performance appraisal involves the observation and evaluation of employee work behavior or the result that behavior by some. To appraise is to judge the work quality or conditions of something or to find out its value. However, it is important to note that one of the responsibilities of manager is to evaluate the performance of his subordinates. The union of the evaluation is to assess their character, attitude, poten tials and past performance on the job. According to Alo (1999) defines performance appraisal as a process involving deliberate stock taking of the success, which an individual or organization has achieved in performing charge tasks or meeting set goals over a period of time. Atiomo (2000) agrees with Fajana (1997) that performance appraisal is a system which provides organizations with a means of identifying not only what peoples performance levels are but which areas those levels strike to be improved if maximum use is to be made of tender-hearted option. In most organizations, in that location is always a way instituted to evaluate productive behavior of the workers. This is important if the goals for whichorganization was established are to be attained. Further, most industrial organizations institute mechanism to solve human problems of workers such as indigence and job satis particularion with an overall objective of ensuring higher(prenominal) productivity.STATEMENT OF PR OBLEMThe process of appraising the performance of employees is made difficult by the fact that criteria of in effect(p) performance are frequently difficult to define, the areas of performance for which an individual is responsible are often unclear and evaluation tend to be based not on measurement of actual performance but on the perceptions and judgments of an employees immediate boss. And also in that respect can be ineffective if the performance appraisal system does not correspond with organizational culture and system. Despite that performance appraisal will be of immense assistance to management in imposing organizations in general and CHEVRON NIGERIA trammel. It can be detrimental to quality improvement it has been proposed that the use of performance systems in organizations adversely affect organizations pursuits of quality performance.Negative perceptions, quite often individuals have negative perceptions of performance appraisal receiving and/or the anticipation of receiving a performance appraisal can be uncomfortable and worrying and potentially cause tension between supervisors and subordinates. Performance appraisal should provide accurate and applicable ratings of an employees performance as compared to pre-established criteria that is organizational expectations. Legal issues if performance appraisal are not carried out appropriately, effective issues could result that place the organization at risk.OBJECTIVES OF THE STUDYThe main occasion and objective of contracting performance appraisal systems is as follow. i.To understand varieties of an heir use in personnel administration and motivation of workers for higher productive behavior.Evaluate the strength of performance appraisal in supplying selective information that could help the management of the CHEVRON NIGERIA LIMITED to make an efficient use of its human resources. iii.To understand problem of performance appraisal system and reaction of workers to consequences of their ado ption iv.Highlight whether the appraisal technique as presentlycreates a learning recognize for the employees of the organization to motivate them on improving their level of performance on the job. v.To find out whether the employees of the bon ton are usually satisfied with the way they are being appraised by their supervisors. Vi.Find out how effective is the use of performance appraisal technique as a toll for determining promotion, salary increases and breeding.RESEARCH QUESTIONSTo rate the conduct of this theme, the following look questions were developed whose answers will go along in attaining the objectives of the study. i.Do you agree with the fact that performance appraisal is significant to the personnel and effective human resource manager? ii.To what extent can Performance appraisal as an instrument enhance effective human resource management? iii.In what areas has the bar Nigeria Limited performance appraisal scheme created an impact on employees? vi.Are perfor mance appraisal reports usually a true construction of employees strength and weakness? v.Is the present appraisal scheme appropriate for evaluating suitableness for promotion and salary increment? vi.Do bosses influence performance appraisal reports?Could proper use of performance appraisal lead to employees motivation?RESEARCH HYPOTHESISThe following research hypothesis has been developed for the purpose of this study tested for acceptance or rejection. H0The usefulness of performance appraisal is significant to the personnel and human resource managers. H1The usefulness of performance appraisal make no significant to the personnel and human resource manager. H0Performance appraisal could be used to enhance employees performance H1performance appraisal could not be used to enhance employees performance. H0performance appraisal systems usually a true reflection of employees strength and weaknesses H1performance appraisal systems does not usually reflect a true employees strength and weaknesses H0 impart appraisal scheme is appropriate forevaluating suitability for promotion and salary increment H1Present appraisal scheme is not appropriate for evaluating suitability for promotion and salary increment. H0Proper used of performance appraisal leads to employees motivation. H1Proper used of performance appraisal does not lead to employees motivation. backdrop OF THE STUDYBecause of the time constraint, the research will be primarily directed to the country headquarter CHEVRON NIGERIA LIMITED located at 2, grade insignia drive, Lekki Peninsula, Lagos, Nigeria. It will delve into such sensitive and areas like promotion, salary increases, training and reward for hard work. To make the research work more reliable and valid the sample study will cut across all categories of junior staff, officers and management staff. It is my sincere hope that the study of the research will be of immense assistance to the management in formal organizations in general and CHEVRON NIGERIA LIMITED in particular.LIMITATION OF THE STUDYGenerally, in any meaningful project work of this nature, some difficulties are likely to come up. Such difficulties include TIME FACTOR Time factor is a major problem because as an undergraduate student, there is little or no time to share to a greater work as the available time is shared between this study and otherwise subject course study. FINANCE Research project is quite expensive.Preparing the research instrument, moving about to compile the data, administering the research instrument, compiling, validating, writing, typesetting and printing the report cost a lot of money. For an undergraduate, the fund may not recompensefully flow as much as needed. HUMAN FACTOR All efforts would be made towards ensuring fallacy free findings. However, absence of errors is not totally guaranteed as all human are prone to mistakes. info GATHERING Eliciting of data from the stakeholders might also be like a camel trying to pass throug h the eye of a needle in the sense of inaccessibility and unwillingness of executives and other respondents in providing data information for the purpose.SIGNIFICANCE OF THE STUDYThe significance of this study includesThe study will assist organizational control by ensuring efficient initialization of human resource. It will also be of assistance in reflection of acceptable and objective performance appraisal. It will also assist in areas such as staff promotion or advancement as well as demotion. Performance appraisal helps to maintain records in order to determine compensation packages, wage structure, salaries raises. It helps to identify the strengths and weaknesses of employees to place right men on the right job. It helps to maintain and assess the potential present in a person for further growth and development.RESEARCH METHODOLOGYThis section of the research proposal will examine, research design, research population and sample, data assemblage method and procedures for da ta analysis.RESEARCH DESIGNThe survey research methods would be used in this study and a case study of CHEVRON NIGERIA LIMITED would be undertaken.POPULATION OF THE STUDYThe population of the study would be made up of the entire staff of CHEVRON NIGERIA LIMITED located at 2, Chevron drive, Lekki Peninsula, Lagos, Nigeria.RESEARCH SAMPLEAfter the sampling size has been determined, simple random sampling techniques would be utilize in coding the sample. The reason for using the simple random sample is precisely to give all(prenominal) individual in the population equal chances of being included in the sample and to make it affirmable to every sectional group of individual to be represented.DATA COLLECTED METHODBoth unproblematic and secondary sources of data collection method would be adopted in gathering data relevant information on this study. The primary sources will consist of a well-structured questionnaire to be administered to the respondents within three levels of managem ent (i.e. top, middle and lower management) of CHEVRON NIGERIA LIMITED. The secondary data would be collected from the texts, journals, newspapers, seminar papers, magazines, employees performance reports from the personnel departments of CHEVRON NIGERIA LIMITED and other literature on performance appraisal as aninstrument for effective human resource management the usefulness of financial ratio analysis.DATA ANALYSIS METHODThe analysis of the data to be obtained would be done by the use Chi-Square methods of statistical analysis. The spearmans rank start out2 = (O E)2EE= Expected valueO= Observe value2= Chi-Squaredefinition OF TERMS approximation A method of assessing and grading employees for the purpose of promotion, commendation/development and salary increase. Performance It refers to the output or personal contribution of an employee to the overall goals and objectives of an organization. A high performance may expect positive appraisal and vice versa. Employee It refers t o the workforce of every organization or firm Human election focussing It is a term that can notes the management of human being and raw material of an organization. The blending of both is crucial if the object of an organization is to be realized. Organization It is the entity where economic activities take place. It could be formal or informal. Organizations strive to harness its human and material resources in order to achieve its goals.REFERENCESObisi, C. (1996). Personnel instruction lakbod enterprise, Ibadan.Leena. T and Twinkle. P. (2012). From Performance Appraisal to Performance Management. IOSR Journal of Business and Management, Volume 3, recognise 5. 01- 06.Kofi, O. A., and Vincent, P.K. (2012). Performance Appraisal As Employee Motivation Mechanism In Selected Financial Institutions In Kumasi, Ashanti Region Of Ghana. International Journal of Multidisciplinary Research, Vol.2Issue 6, 22.Atiomo, A.C. (2000). Human Resource Management Malthouse Management Science Boo ks, Lagos. Fajana, S. (1997). Human Resources Management Labofin and Company, Lagos. Alo, O. (1999). Human Resource Management in Nigeria Business and Institutional Support Associates Limited, Lagos.UNIVERSITY of LAGOSDepartment of Business AdministrationResearch Proposal label LAWAL ADEBISI FATIMATMATRIC NUMBER 100203122DEPARTMENTBUSINESS ADMINISTRATIONCOURSE TITLERESEARCH SEMINARCOURSE principleFBA321RESEARCH TOPICPERFORMANCE APPRAISAL AS AN INSTRUMENT FOR EFFECTIVE HUMAN RESOURCE MANAGEMENT (CASE STUDY OF CHEVRON)