Thesis Abstract

Abstract
Performance appraisal is a crucial process in organizations aimed at evaluating and improving employee performance. This research project explores the impact of performance appraisal on staff productivity. The study investigates how various performance appraisal methods, such as 360-degree feedback, management by objectives, and rating scales, influence employee productivity levels. By conducting a thorough literature review, this research identifies the key components of an effective performance appraisal system and how they contribute to enhancing staff productivity. Factors such as clear goal setting, regular feedback, employee involvement, and training play significant roles in the effectiveness of performance appraisals in improving productivity. The research also delves into the challenges and limitations associated with performance appraisal systems. Issues such as bias, subjectivity, lack of training, and inadequate communication are discussed in relation to their impact on the productivity of employees. Strategies for overcoming these challenges are explored to provide insights into how organizations can optimize their performance appraisal processes for improved staff productivity. Furthermore, the study examines the link between performance appraisal and employee motivation. It investigates how feedback received during performance appraisals can influence employee engagement, job satisfaction, and overall motivation to perform better. The research explores the psychological aspects of performance appraisal and how they can either positively or negatively affect staff productivity. In addition, the project considers the role of performance appraisal in talent management and employee development. By identifying employee strengths and areas for improvement through performance appraisals, organizations can tailor training and development programs to enhance staff skills and competencies, ultimately leading to increased productivity. The findings of this research provide valuable insights for organizations looking to optimize their performance appraisal processes to boost staff productivity. By understanding the impact of performance appraisals on employee motivation, development, and overall productivity, organizations can implement effective strategies to maximize the benefits of performance appraisal systems. Overall, this research project contributes to the existing body of knowledge on performance appraisal and its impact on staff productivity. It offers practical recommendations for organizations seeking to enhance employee performance through effective performance appraisal practices.

Thesis Overview

For growth and survival of any organization the role of performance appraisal is a strategic factor that cannot be over emphasized. It is believed that both the individual and the organization need to know how well, actually performance is contributing to the accomplishment of the job plans, the starting plan and ultimately the overall strategic grand plan of the organization. In addition the individual employee requires feedback related to his or her own goal, development as well as the related management expectation.
Performance appraisal is a structured formal interaction between subordinate and employee. The relationship between performance appraisal and organization is that, it can bring positive impact to the performance of the employee. Performance appraisal can also be seen as a developmental process since it seeks to identify the strength and weakness of the employee as a guide for further development. It is usually made in prescribed manners at a specific intervals such as quarterly, biannually or to asses employee on his or her job performance and when necessary, giving guidelines and advice to the employee for improving efficiency and effectiveness.
An effective performance appraisal review system service these general purpose in other words the essence of performance appraisal is to give information for promotion, pay increase, training and development. It can also be used to discharge employee. Furthermore it provide employee with constructive feedback on how they are performing their jobs as viewed by their manager thus leading to increase in productivity. Flipo (1980- 2004) identified the following three appraisals as follows
1.       A casual and unsystematic approach
2.       The traditional and higher systematic measurement of
-       Employee’s characteristic
-       Employee’s contribution
-       Both
3.       Mutual goal setting through a management by objective programme (MBO) that effective performance appraisal system have the potential to provide opportunity for manager and employee to communicate and agreed upon what is expected to each of them and to plan performance based on the overall objectives of the organization. Legal implication often dictate the need for jobs to be defined explicitly for objectives to the set and agreed manager and employee performance based on the criteria that include more than just the judgement of the manager but also include the judgement of individual.

1.2     STATEMENT OF THE PROBLEM
This is to assess the extent to which performance appraisal impact on employee performance in Delta Line Ltd.
As we all know the primary aim of every established company including the Delta line ltd, is to maximise profit, and this could easily be attained through staff productivity, to assess if the company has adequate appraisal system that can lead to promotion, pay increase training and development. Therefore it was due to the above, that this study is been carried out.

 1.3     OBJECTIVE OF THE STUDY
The specific objectives of this study include;

1.4     RESEARCH QUESTIONS
The following research question will help in achieving the objective of the study

1.5     STATE OF HYPOTHESIS