Submit your papersSubmit Now
For Enquiries: [email protected]
IIARD LogoIIARD

Impact of Performance Appraisal on Employee Performance in Nigerian Telecommunication Industry (A study of MTN, Nigeria)

Sajuyigbe, Ademola S. (Ph.D)

Abstract

IIARD International Journal of Economics and Business Management ISSN 2489-0065 Vol. 3 No. 1 2017 www.iiardpub.org IIARD – International Institute of Academic Research and Development Page 80 Impact of Performance Appraisal on Employee Performance in Nigerian Telecommunication Industry (A study of MTN, Nigeria) Sajuyigbe, Ademola S. (Ph.D) Department of Business Administration & Management Osun State Polytechnic, Iree [email protected] Abstract Many organizations are experiencing low productivity due to lukewarm attitudes of their management to performance appraisal system. Organizational training needs can only be identified from performance appraisal outcomes. Performance appraisal system has been identified as an alternative paradigm to high productivity and performance. The study, therefore examined the impact of performance appraisal system on employee’s performance in Telecommunication sector. Simple random sampling technique was employed to select two hundred and sixty (260) respondents from the total population of one thousand three hundred (1,300) employees of MTN, Nigeria. Data were sourced through a structured questionnaire and personal interview. Analysis of data was performed with the aid of Mean, Standard Deviation and Linear Regression. Results revealed that the level of performance appraisal awareness is high among the staff of MTN, Nigeria. Results also established that performance appraisal system has significant impact on employee’s performance. Results also revealed that inability to provide on time feedback is a challenge to performance appraisal system in MTN, Nigeria. Subsequently, the study recommended that management should be objective during appraisal exercise, provide regular feedback and offer career development in order to help an organization wins the desired competitive advantage.

Keywords

AppraisalPerformanceEmployeeMTNHuman Resource Management.

References

Anso, H..S. (2014). The Impact of Performance Appraisal on Employee Performance. A Case Study of First Bank of Nigeria Plc. Master’s Thesis of University of East London Aquinis, H. (2007). Performance Management. Pearson Prentice Hall; Upper Saddle River, New Jersey. Armstrong, M. (2006). Performance Management: Key Strategies and Practical Guidelines, London: Kogan and Page. Asamu, F. F. ( 2013). Perception Of Performance Appraisal And Workers’ Performance In Wema Bank Headquarters, Lagos. Global Journal of Arts, Humanities and Social Sciences. 1(4), 89-101. Behery, M. H., & Patron, R. A. (2008). Performance Appraisal-Cultural Fit: Organisational Outcomes within the UAE. Education, Business and Society: Contemporary Middle Eastern Issues. 1(1), 34- 49. Bekele, A. Z, Shigutu, A. D., & Tensay, A.T. (2014). The Effect of Employees’ Perception of Performance Appraisal on Their Work Outcomes. International Journal of Management and Commerce Innovations 2(1),136-173. Belete, G., Tariku, J., & Assefa, T. (2014). The Effect of Employees’ Fairness Perception on their Satisfaction Towards the Performance Appraisal Practices (A Case Study of University of Gondar). International Journal of Management and Commerce Innovations. 2 (1), 174-210). Boswell, W. R., & Boudreau, J. W. (2002), How Leading Companies Create, Measure, and Achieve Strategic Results through “Line of Sight”, Management Decision, 39, 851– 59. Chemeda, D. (2012). A Comparative Study of Employees Performance Appraisal Practices and Problems in Ethiopian Higher Education Institutions: the Case of Addis Ababa University and St. Mary University College Addis Ababa University." Addis Ababa University. Cokins G (2004). Performance Management. Finding the Missing Pieces and Closing the Intelligence Gap. John Wiley and Sons. Australia. Cummings, M.W. (1972). Theory and Practice; William Heinemann Ltd. London DeNisi, A. S., & Pritchard, R. D. (2006). Performance Appraisal, Performance Management and Improving Individual Performance: A Motivational Framework. Management and Organization Review. 2(2), 253-277. Fletcher, C. (2001). Performance Appraisal and Management: The Developing Research Agenda. Journal of Occupational and Organizational Psychology. 73, 473–487. Grote, R. C. (2011). How to be Good at Performance Appraisals: Simple, Effective, Done Right. Cambridge, MA: Harvard Business Review Press. Grubb, T. (2007). Performance Appraisal Reappraised: It?s Not All Positive”.Journal of Human Resources Education, 1(1), 1-22.. Jain, D., & Garg, M. S. (2013). Awareness Towards the Performance Appraisal Systems in HRH Group of Hotels. International Journal of Marketing, Financial Services & Management Research. 2(4), 20-49 Jønsson, T. & Jeppesen, H. J. (2012). A Closer Look into the Employee Influence: Organizational Commitment Relationship by Distinguishing between Commitment forms and Influence Sources. Employee Relations, 35(1), 4-19. Kumbhar, P. S. (2011). Impact of Performance Appraisal on Corporate Profitability. Indian System Research Journal. 1(4), 20-42. Lawler E. E. (2000). Rewarding Excellence, Jossey Bass Publishers San Francisco. California Maimona, J. (2011). Impact of Performance of Appraisal on Employees Motivation. European Journal of Business and Management. 3(4), 197 – 204. Malcolm, M & Jackson, T (2002). Personnel Practice Edition. Chartered Institute of Personnel and Development, 3rd edition. Maund, L. (2001). An Introduction to Human Resource Management Theory & Practice. Palgrave, Macmillan. Meysen, F, Mohammad, R. J., & Ebrahim, D. (2012). The Effect of Peformance Appraisal on Employee’s Output Implying on the Moderating Role of Motivation in Workplace. Internation Journal of Business and Management Tomorrow. 2(4), 1-9. Mugenda, O., &Mugenda, G. (2003).Research Methods: Quantitative & Qualitative Approaches, Nairobi – Kenya, Acts Press. Muhammad, S.M., & Surayya, A. (2013). Performance Appraisal and Employee’s Motivation: A Comparative Analysis of Telecom Industry of Pakistan. Pakistan Journal of Social Sciences . 33(1), 179-189. 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. Tsai, C., & Wang, W. (2013). Exploring the Factors Associated with Employees’ Perceived Appraisal Accuracy: A study of Chinese State-Owned Enterprises. The International Journal of Human Resource Management. 24(11-12), 2197-2220. Vroom, V. H. (1990). Manage People, not Personnel: Motivation and Performance Appraisal. Harvard Business Review, Boston, U.S. Williams, L. J., & Anderson, S. E. (1991). Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and in-role Behaviors. Journal of Management, 17(3), 601-617. Wyse, S. E. (2012). Advantages and Disadvantages of Surveys. Available at http://www.snapsurveys.com/blog/advantages-disadvantages-surveys/ Youngcourt, S. S., Leiva, P. I. & Jones, R. G. (2007). Perceived Purposes of Performance Appraisal: Correlates of Individual?and Position?Focused Purposes on Attitudinal Outcomes. Human Resource Development Quarterly, 18(3), 315-343.

More Articles from IIARD INTERNATIONAL JOURNAL OF ECONOMICS AND BUSINESS MANAGEMENT