Project Abstract

Abstract
Performance appraisal is a fundamental tool used by organizations to evaluate and improve employee performance. This research project aimed to investigate the impact of performance appraisal on staff productivity. The study utilized a mixed-methods approach, combining quantitative analysis of performance appraisal data with qualitative interviews with employees and managers. The findings revealed that performance appraisal has a significant impact on staff productivity. Employees who received regular feedback and performance evaluations reported higher levels of motivation and engagement. The appraisal process also helped employees identify their strengths and areas for improvement, leading to better goal setting and performance outcomes. Moreover, the study found that the quality of feedback provided during performance appraisals played a critical role in influencing staff productivity. Constructive and specific feedback led to improved employee performance, while vague or overly critical feedback had a negative impact on motivation and productivity. Additionally, the research highlighted the importance of aligning performance appraisal criteria with organizational goals and objectives. When employees understood how their individual performance contributed to overall organizational success, they were more likely to be motivated to perform at their best. Furthermore, the study identified the role of managers in conducting effective performance appraisals. Managers who were trained in providing feedback and coaching to employees were able to facilitate more meaningful performance discussions, leading to improved productivity outcomes. Overall, the research project demonstrated that performance appraisal has a significant impact on staff productivity. By providing employees with regular feedback, setting clear goals, and aligning appraisal criteria with organizational objectives, organizations can enhance employee motivation and engagement, ultimately leading to improved productivity levels. The findings of this study have practical implications for organizations seeking to optimize their performance management processes and maximize the potential of their workforce.

Project 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