Performance Appraisal And Employees’ Performance Of Academic Staff

1.0                                                       INTRODUCTION

1.1       Background of the Study

Organizations establish goals that they pursue with determination. To achieve these goals, they set targets for individuals, groups, or departments and diligently work towards meeting them. Consequently, management is responsible for employing various techniques and expertise through effective planning, organizing, directing, and controlling of operations to meet these targets. The Human Resource Management (HRM) department plays a crucial role in managing the organization’s workforce efficiently. This includes recruiting and retaining quality employees, as well as providing training and development opportunities to enhance productivity and efficiency, ultimately contributing to the overall success of the organization (Anwar & Abdullah, 2021).

The goals of an organization serve as benchmarks for assessing its performance; hence, HRM practitioners utilize performance appraisals to evaluate employee performance, which is crucial for the organization’s success (Daniel, 2019). The level of employee performance that aligns with the organization’s requirements hinges on positive job attitudes, such as job satisfaction and commitment. Conversely, negative attitudes can hinder the achievement of organizational goals (Olasokan & Toki, 2021).

Performance appraisal is a crucial component of an organization, vital for its survival and productivity. Consequently, it has gained increasing attention from both researchers and organizations (Toki, Padonu, & Tairu 2023). To foster enhanced development and employee job satisfaction, organizations allocate significant resources to rewards and recognition aimed at boosting productivity (Francis, 2020). Additionally, performance appraisals serve to inform employees about their progress and growth, as well as their skills and potential. Thus, a well-structured performance appraisal system significantly influences various facets of human resources (HR) and is essential for the organization as a whole. An effectively implemented appraisal system can align the needs of the organization with those of its employees (Daniel, 2019).

Performance appraisal is a formal process that typically occurs on a limited basis, in which employees are evaluated by a designated judge, often a supervisor. This evaluation involves assessing the employee’s performance according to specific criteria, assigning a score based on that assessment, and subsequently informing the employee of their official rating (Magher, 2018).

In any organization, management focuses on achieving high productivity, ensuring quality services, fostering quality workmanship, maintaining industrial peace, and promoting cooperative labor. Conversely, employees seek fair wages, job satisfaction, favorable working conditions, involvement in decision-making, self-recognition, and opportunities for advancement. Organizations and managers often face significant challenges in effectively managing their human resources, frequently encountering industrial conflicts and unresolved grievances from various employee groups, typically stemming from dissatisfaction. A primary source of discord between management and employees is often related to inadequate and inequitable rewards (Adejuwon & Adepoju, 2022).

Organizational productivity is influenced and shaped by multiple factors, including corporate culture, communication practices, systems and tools, training and development initiatives, motivation and incentives, planning and programming, control and reporting mechanisms, staffing, organizational structure, processes, strategies, as well as the goals and objectives of the organization (Adejuwon & Adepoju, 2022).