International Journal of Social Science & Economic Research
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Title:
PERFORMANCE APPRAISAL AND ITS IMPACT ON EMPLOYEES PRODUCTIVITY

Authors:
Dr. Cross Ogohi Daniel

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Dr. Cross Ogohi Daniel
Departments of Public Administration/ Banking and Finance, Nile University of Nigeria, Abuja, Nigeria

MLA 8
Daniel, Dr. Cross Ogohi. "PERFORMANCE APPRAISAL AND ITS IMPACT ON EMPLOYEES PRODUCTIVITY." Int. j. of Social Science and Economic Research, vol. 4, no. 2, Feb. 2019, pp. 1151-1160, ijsser.org/more2019.php?id=86. Accessed Feb. 2019.
APA
Daniel, D. (2019, February). PERFORMANCE APPRAISAL AND ITS IMPACT ON EMPLOYEES PRODUCTIVITY. Int. j. of Social Science and Economic Research, 4(2), 1151-1160. Retrieved from ijsser.org/more2019.php?id=86
Chicago
Daniel, Dr. Cross Ogohi. "PERFORMANCE APPRAISAL AND ITS IMPACT ON EMPLOYEES PRODUCTIVITY." Int. j. of Social Science and Economic Research 4, no. 2 (February 2019), 1151-1160. Accessed February, 2019. ijsser.org/more2019.php?id=86.

References
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Abstract:
The Performance appraisal is one of the most significant human resource management customs as it yields critical decisions essential to various human resource programs and outcomes. The purpose of this paper is to examine performance appraisal and its impact on employee's productivity in an organization context. In this rapid-cycle economy, business leaders know that having a high-performing lobour force is essential for growth and survival. They know that a highly engaged lobour force can upsurge innovation, productivity, and bottom-line performance, while decreasing costs related to leasing and retention in highly competitive talent markets. The work environment and job characteristics have a differential effect on employee duties. However, a growing group of best-in-class companies say they are gaining for its competitive advantage through establishing metrics and practices to effectively quantify and improve the impact of their duties initiatives on overall organisational performance. The survey found that many banks find it challenging to measure performance appraisal and tie its impact to financial results. A significant gap appeared between the views of executive managers and middle managers in this area. Top executives seemed much more optimistic about the levels of employee productivity in their organisations, making them seem out of touch with middle management's sense of their front line workers' productivity. The Research is to getting Connection towards employee's productivity to their performance appraisal requires considerable effort and top management focus to a large degree, with enormous opportunity available to utilize for better function of their organizations.