Effective Performance Management Systems and Employee Productivity: Evidence from Multichoice Company, Nigeria.

Author(s)

john nsikan , Tommy, Uduak Ime , Umoh, Victor. A , Daniel Osemudiamen ,

Download Full PDF Pages: 39-51 | Views: 349 | Downloads: 102 | DOI: 10.5281/zenodo.3460039

Volume 4 - May 2015 (05)

Abstract

This paper proposed implementation strategy of an effective performance management system capable of ensuring workers productivity. Multichoice Nigeria was the organization under focus; the study population comprises all the 617 staff of the organisation. Simple random sampling technique was used to draw fifty (50) respondents from the population space. Structured questionnaire was used as instrument of data collection while frequency distribution and percentages were used in analyzing the data. Major findings showed that most employees were unaware of the prevailing model of performance management system in the organization. Employees feel that the company’s performance management system has failed to give a proper assessment of their contribution to the organization. Workers are generally not satisfied with the staff performance review system of Multichoice limited. This study recommends the adoption of a 360 degree system of performance management for its ability to facilitate prompt achievement of the company objective and enhance productivity 

Keywords

 Performance Evaluation, Employee Productivity, Performance Management 

References

  1. Adekunle, A. R. (2010). Correlation between Open Reporting System of Performance Evaluation and Teachers Perceived Productivity In Lagos State. International journal of Agriculture Sciences, Environment & Technology, 5 (2): 98- 121.
  2. Akhtar, T and Khattak, S. (2013). Employee Acceptability of Performance Appraisals: Issues of Fairness and Justice. World Applied Sciences Journal, 24 (4): 507-518.
  3. Akinyele, S.T.(2010). Performance appraisal systems in private Universities in Nigeria: A Study of Crawford University, Igbesa-Nigeria. Educational Research Journal, 1(8): 293-303.
  4. Armstrong, M & Baron, A. (1998). Performance management: The new realities London: Institute of Personnel and Development.
  5. Armstrong, M. (2009). Handbook of HRM practice, Kogan Page, London and Philadelphia.
  6. Asika, N. (1999). Research Methodology in the Behavioral Sciences. Lagos, Longman Nigeria Plc.
  7. Atkinson, C, A & Shaw, S. (2008). Managing performance, in Lucas, R Lupton, B and Mathieson, H. (eds) Human Resource Management in an International Context. London, CIPD punblishers.
  8. Banjoko S.A. (2005). Human Resource Management: An Exposition Approach, Lagos, Sabar Publishers.
  9. Behling, J. H (2005). Guidelines for preparing the research proposal. Washington D.C University Press Publishing Inc.
  10. Boswell, W. R. and Boudreau, J. W. (2000). Employee Satisfaction with Performance Appraisal and Appraisers: The Role of Perceived Appraisal Use. Human Resource Development Quarterly, 11(3): 283-299.
  11. Boxall. P & Purcell. J. (2003). Strategy and human resource management, Palgrave Macmillan, New York.
  12. Clark G. (1998).. Performance management strategies in C. Mabey, G. Salaman and J. Storey (eds), Human Resource Management: A strategic introduction (2nd edition). Oxford: Blackwell.
  13. Derven, M. (1990). The paradox of performance appraisal. Personnel Journal, 6(9); 148-157.
  14. Dhiraj, J.& Shweta, G. (2013). Awareness towards the performance appraisal systems in HRH group of hotels – a case study. International Journal of Marketing, Financial Services & Management Research., 2(4): 29-48. 
  15. Dixon-Ogbechi, B. N. (2002). Research Methods & Elementary Statistics in Practice. First Edition, Lagos, Philglad Nigeria Limited.
  16. Fajana, S. (2006). Industrial relations in contemporary Nigeria: Theory and perspectives, Lagos, University press limited.
  17. Fenwick, M. (2004). International compensation and performance management, in A.-W. Harzing and J. V. Ruysseveldt, International Human Resource Management (2nd edition). London: Sage.
  18. Fletcher, C. (2001). Performance appraisal and management: The developing research agenda. Journal of Occupational and Organizational Psychology, 74(4), 473-487.
  19. Fowler A. (1990). Performance management: The MBO of the personnel management. 1(2):11-19.
  20. Freeman, K. (2002). Understanding Performance Appraisal: Social Organization and goal based Perspective. Thousand Oaks, CA Sage.
  21. Khan, S. A. Kumbhar, P. S & Messah, S. M. (2010). Managing Performance: The Case of an Omani Oil Company. Vision: The Journal of Business, 14 (4), 285-293.
  22. Kuvaas, B. (2006). Performance appraisal satisfaction and employee outcomes: Human Resource Management, 17(3): 504–522.
  23. Locke, E. A.,& Lathan, G. P. (2005). A theory of goal setting and task performance. N. J., Englewood Cliffs: Prentice-Hall.
  24. Luthans F. (2003). 360-degreefeedback with systematic coaching: empirical analysis suggests a winning combination‟, Human Resource Management, 42(3): 243–56.
  25. Machingambi, S Maphosa, C Ndofirepi, A Mutekwe, E and Wadesango, N. (2013). Perceived Challenges of Implementing the Performance. Management System in Zimbabwe. Journal of Social Science, 35(3): 263-271.
  26. Malcolm, M & Jackson, T. (2002) “Personnel Practice” 3rd edition Chartered Institute of Personnel and Development.
  27. Malik I. Bahadar, S. Faqir, Hassan. U & Hamad K. (2011). Fairness Perceptions of Performance Appraisal System: An Empirical Study of Civil Servants in District Dera Ismail Khan, Pakistan. International Journal of Business and Social Science, 2(21): 92 -100.
  28. Mani, B.G. (2002). “Performance Appraisal Systems, Productivity, and Motivation: A Case Study,” Public Personnel Management, 31(2), 141-159.
  29. Mayer, R. C & Davis, J. H. (1999). The Effect of the Performance Appraisal System on Trust for Management: A Field Quasi-Experiment. Journal of Applied Psychology, 84(I): 123-136.
  30. Meyer, J. P. (1995). Designing Performance Appraisal Systems: Aligning Appraisals and Organizational Realities. San Francisco, CA, Jossey-Bass, Inc.
  31. Obisi, C (2011). Employee Performance Appraisal and Its Implication for Individual and Organizational Growth. Australian Journal of Business and Management Research, 1(9):92-97.
  32. Ogundele, O. (2005).. Management and Organisation: Theory and Behaviour, Lagos, SABTE Book Series.
  33. Price, A. (2004). Human Resource Management in a Business Context. 2nd Edition. London: Thomson Learning.
  34. Robbins, S. & Judge, P. (2009). Organisational behaviour, London: Prentice Hall.
  35. Roberts, G. E. (2003). Employee Performance Appraisal System Participation: A Technique that Works, “Public Personnel Management, 32(1): 89-98.
  36. Rousseau, D. M. (2007). Organizational behavior in the new organizational era. Annual Review of Psychology, 48(2): 515-546.
  37. Sekaran, U. (2001). Research methods for business: A skills building approach (2nd ed.). New York: John Wiley & Sons, Inc.
  38. Stoner, J. Freeman, E & Gilbert, D. (2011). Management, 6th edition, New York, Pearson Educational Inc.
  39. Sutheparaks, U. P. (2011). Defining global schema for ETL of human resource performance appraisal system using REA ontology. IEEE XPlore , 275 - 280.
  40. Suutari V. and Tahvanainen M. (2002). The antecedents of performance management among Finnish expatriates. International Journal of Human Resource Management, 13(1): 55–75.
  41. Wellins, R., Bernthal P & Phelps, M. (2006). Employee engagement: The key to realizing competitive advantage” Development Dimension International.
  42. Yee, C.C and Chen, Y.Y. (2010). Performance Appraisal System using Multifactorial Evaluation Model. International Journal of Human and Social Sciences, 5(12): 780-784.

Cite this Article: