A SURVEY OF EMPLOYEE PERFORMANCE APPRAISAL AND ITS EFFECTS ON ORGANIZATIONAL PRODUCTIVITY

 BACKGROUND OF THE STUDY: The function of performance appraisal is a strategic aspect in any review of the conditions required for an organization's growth and survival. It is considered that both the person and the organization require knowledge of how successfully actual performance contributes to the achievement of job goals, staffing plans, and, eventually, the company's overarching strategic plan. Furthermore, the individual employee requires input on his or her personal objective growth as well as feedback on management's expectations (Nwachukwu, 1985).

A performance appraisal is a formal and systematic evaluation of an employee to evaluate how well he or she is executing his or her job. It is often made at regular periods such as quarterly, bi-annually, or even yearly. Every employee wishes for his immediate manager or, more specifically, his employer to evaluate his on-the-job performance and, if required, to provide instructions or advise for enhancing his efficiency.

These are the general goals of a good performance review system. In other words, "the essence of performance assessment," as Nwachukwu (1985) puts it, "is to provide information for the promotion, demotion, transfer, salary rise, training and development, and termination of an employee."

Second, it gives employees positive feedback on how they are performing in their tasks as seen by their bosses, resulting in higher productivity.

As a result, among other determinants of production, labour remains the most visible and valued asset in each business. This is why performance assessment is recognized as a technique for improving organizational activity.