Volume 15, Issue 4

Performance Appraisal as Predictor of Employee Productivity in a Systemic Environment: A Case for Deposit Money Banks in Ado Ekiti, Nigeria

Author

Chibogu Nicholas Okolugbo, Niyi Israel Akeke, Adebanji William Ayeni, Ezekiel Jide Fayomi, Bunmi Benedict Olukorede, Sunday Oluseye Alade, Mercy Aimee Kindjiho

Abstract

The study investigated the effect of performance appraisal as a predictor of employee productivity among staff of deposit money banks in Ado Ekiti, Nigeria. The specific objectives were to examine the effects of management by objective (MBO), 360-degree feedback, assessment center, and point factor appraisal method affect employee productivity among staff of deposit money banks in Ado Ekiti, Nigeria. The descriptive research design was adopted for the study. The population of the study was 285 employees of selected banks. This study adopted census; therefore, the entire population of 285 was used sample size is for this study. Descriptive statistics were used to present and analyze demographic data of respondents in frequency tables; and inferential statistics, namely multiple regression were used to test the formulated hypothesis.  The result showed that management by objective significantly affects employee productivity among staff of deposit money banks in Ado-Ekiti. (Adj R2= 0.035; b = 0.196, p=0.001). The result also showed that the variables of 360-degree feedback had significant effect on productivity (Adj R2 = 0.628, p = 0.000); 360-degree feedback was proxied by problem solving (b = -0.369, p=0.000), Client Focus (b = 0.855, p=0.000), Team Work (b = 0.333, p=0.000); and focusing on result (b = -0.120, p=0.010).) had significant effects on employee productivity among staff of deposit money banks in Ado-Ekiti, Nigeria. Furthermore, the result showed that assessment centre appraisal significantly affects employee productivity among staff of deposit money banks in Ado-Ekiti (b = 0.306, p=0.000). In addition, the result showed that the variables of point factor appraisal (soft skill required, use of discretion and creative thinking) has a joint significant effect on employee productivity among staff of deposit money banks in Ado-Ekiti (Adj R2 = 0.223, p = 0.000). The study concluded that performance appraisal techniques must be designed by the management of the deposit money banks in Ado-Ekiti with inputs from employees in order to make them more objectives. Also, that the management should design performance appraisal criteria in conjunction with the employees of the organizations in order to earn sound employees’ productivity. Also, the organizations feedback should be timely, actionable and involve discussions of strengths and weaknesses of the employees', this will further enhance employees' productivity.

Keywords: Management by Objective (MBO), 360-Degree Appraisal, Assessment Center Appraisal, Point Factor Appraisal, Employee Productivity.

DOI Link: https://doi.org/10.62226/ijarst20262638

Google Scholar: https://scholar.google.com/citations?view_op=view_citation&hl=en&user=wnRawV4AAAAJ&sortby=pubdate&authuser=4&citation_for_view=wnRawV4AAAAJ:mWEH9CqjF64C

Europub: https://europub.co.uk/articles/789960

Indexcopernicus :https://journals.indexcopernicus.com/search/article?articleId=4879015

 

References:

1. Abbas, U. I., & Cross, O. D. (2019). Impact of performance appraisal on employee productivity in Nigeria breweries Plc. The International Journal of Business and Management,23 (21), 89-106.
2. Akinyele, S. T. (2010). Performance appraisal systems in private universities in Nigeria: A study of Crawford University, Nigeria Educational Research, 1(8),293-303.
3. Alase, G., & Akinbo, T. (2021). Employee motivation and job performance: Empirical evidence from Nigeria. Applied Journal of Economics, Management and Social Sciences, 2, 16-23. https://doi.org/10.53790/ajmss.v2i2.20
4. Calabrese, A. (2012). Service productivity and service quality: A necessary trade-off? International Journal of Production Economics, 135 (2), 800-812.
5. Drucker, P. F. (2009). The effective executive. Harper-Collins: New York,NY.
6. Ejiogu, A. C., & Ejiogu, C. N. (2022). Performance appraisal and employee productivity in Nigerian Local Governments. International Journal of Public Administration, 45(10), 831-840
7. Esu, B. B., &Inyang, B. J. (2019). A case for performance management in the public sector in Nigeria. International Journal of business and Management, 4(4): 98-105.
8. Gomez. A. S., Mejia, L. R., Balkin, D. B., &Cardy, R. L. (2014). Appraising and managing performance. Managing human resources. D.B Balkin L.R. Gomez Majia, and R. L 4th edition: Prentice Hall of India Private Limited. New Delhi 221-57.
9. Googed, P., & Watts, P. (2000). How to manage 360-degree feedback. People management: 50-2
10. Goswami, B., Sharma, M., Sujata, D. (2013). Performance appraisal-management by objective and assessment centre–modern approaches to performance appraisal. IOSR Journal of Business and Management (IOSR-JBM), 7(5), 24-28.
11. Gronroos, C., &Ojasalo, K. (2004). Service productivity: Toward a conceptualization of the transformation of input into economic results in services. Journal of Business Research, 37(4), 414-425.
12. Habibu, S. (2002). Job evaluation in Nigeria. llorin University Press.
13. Hernandez, D. (2002). Local government performance measurement. Public Management,84 (5),10-11.
14. Huang, K., Huang, C., Chen, K. & Yien, J. (2011). Performance appraisal-Management by Objective and Assessment Centre. American Journal of Applied Sciences, 8(3), 271-276. https://doi.org/10.3844/ajassp.2011.271.276
15. Huet Cox, G. O., Nelso, T. M., & Sandstorm, E. (1999). Get the most from 360-degree feedback. HR Magazine, 91-103.
16. Krajewski, H., Goffin, R., Rothstein, M., & Johnston, N. (2007). Is Personality related to assessment center performance? That depends on how old you are. Journal of Business Psychology, 22, 21-33. DOI: 10.1007/s10869- 007-9043-z
17. Kuvaas, B. (2006) Performance appraisal satisfaction and employee outcomes: Mediating and moderating roles of work motivation. International Journal of Human Resource Management, 17, 504-522.
18. Levy, P. E., & Williams, J. R. (2009). The social context of performance appraisal: A review and framework for the future. Journal of Management,30(6), 881-905.
19. Murphy, K., Cleveland, J., & Hanscom, M. (2019). Performance appraisal and management. SAGE. https://doi.org/10.4135/9781506352886
20. Mutai, E. K., & Joseph K. Kirui, J. K. (2017). Effects of employee discipline on work performance among junior support staff of public universities in Kenya: Evidence from Moi University. International Journal of Advanced Engineering and Management Research, 2(2), 287-296.
21. Mwema, N. W., & Gatchunga, H. G. (2014). The influence of performance appraisal on employee productivity in organizations: A case study of selected WHO offices in East Africa. International Journal of Social Sciences and Entrepreneurship, 1(11) 1-13.
22. 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].
23. Oniyide, A.O. & Odeyemi, O.O. (2024). Performance appraisal as a correlate of employees’ productivity in Osun state, Nigeria. Management and Entrepreneurship: Trends of Development, 4(30), 49-57. https://doi.org/10.26661/2522-1566/2024-4/30-04
24. Pak, D., & Kozhakhmet, S. (2020). The evaluation of assessment centers, structured interviews, and personality tests as the methods of personnel selection in HRM.  Global Scientific Journal, 8(6), 770-776.
25. Pandey, J., & Leelashree, M. (2012). A study on job evaluation – point factor analysis in SME’S. Asian Journal of Research in Business Economics and Management, 2(5), 179-239.
26. Selvarajan, T. T., &Cloninger, P. A. (2018). Can performance appraisal motivate employees to improve performance? A Mexican study. The International Journal of Human Resource Management, 23(15), 3063-3084.
27. Spychalsky, A. C., Quinones, M. A., Gaugler, B. B., & Pohley, K. (1997). A survey of assessment center practices in organizations in the United States. Personnel Psychology, 50, 71-90. DOI: 10.1111/j.1744- 6570.1997.tb00901.x
28. Stephen, J., Berine, R., & Mawazo, B. (2022). Peruse this paper to cognize point rating method in job evaluation using an hypothetical General Printers’ Company Limited. International Journal of Novel Research in Humanity and Social Sciences, 9(3), 17-28.
29. Tabiu, A. (2019). The impact of job autonomy and communication practices on employee performance: The mediating role of public service motivation. Journal of Applied Structural Equation Modeling. 3(2). 9-23. 10.47263/JASEM.3(2)02.
30. Tripathi, P. C. (2003). Human resource development, Sultan Chand, New Delhi.
31. Tripathi, R. (2016). Assessment Centers: Benefits and Shortcomings. International Journal of Emerging Research in Management &Technology, 5(2), 31-34.
32. Tsetim, J. T., Hembadoon, D., &Loveday O. E. (2018). The influence of performance appraisal on employee productivity in organizations, International Journal of Current Aspects in Human Resource Management, 1(2), 160-178 2018.

DOI

https://doi.org/10.62226/ijarst20262638

PAGES : 1963-1973 | 10 VIEWS | 7 DOWNLOADS

Download Full Article