2.4.

2 DILIGENCE AND WORK LEVEL

Ejenavwho, P. U. (2021). Performance Appraisal and Employee Productivity: A Case Study of Nigeria
Brewery Plc (Doctoral dissertation, Dublin, National College of Ireland).
The rate of under-producing organizations in Nigerian is a phenomenon that requires critical investigation
as the number of organizations producing below standard is on a steady rise. There are studies that linked
these low organizational outputs to the unmotivated attitude of employees within these organizations, and
have also posited that performance appraisal is the means through which the training needs of the
organization can be effectively identified. The fundamental objective of this research work is to evaluate
the impact of performance appraisal on employee’s productivity in Nigeria using the Nigeria brewery plc
as case study. In addition, the research will take into assess the relationship between motivation and
employee productivity. Four different hypothesis were formulated and tested using the Pearson Chi-
square test to establish if there is a relationship between performance appraisal, employee productivity
and employee motivation. To ensure the reliability of the research instrument, the Cronbach’s Alpha
method was employed and a reliability coefficient of 0.931 was obtained which is far more than the
recommended limit of 0.7. This research work adopts the quantitative approach and the data for this
research was collected by means of a well-structured questionnaire and analyzed using the IBM Statistical
Package for Social Sciences (SPSS). The results obtained from data analysis were presented by means of
tables using both inferential and descriptive means. Using a probability sampling technique, the study
adopted a sampling size of 110 from the population frame. The study was constrained by time couple with
the global restriction on movement due to Coronavirus. The findings of the study indicated that both
performances appraisal and employee diligence are important factors in enhancing employee productivity
at the Nigeria brewery plc.

Paul, S. O., Olumuyiwa, F. O., & Esther, O. A. (2015). Modelling the relationship between performance
appraisal and organizational productivity in Nigerian Public Sector. Journal of Global Economics, 3(1), 1-
8.
Quite a number of challenges have been identified as confronting the effective and efficient practice of
the performance appraisal system which includes the effect of managerial decisions, reward and its
turnout in commitment and loyalty of employees which triggers productivity within the organization.
Therefore, this study concentrates on ‘what’, ‘why’ and ‘how’ as the factors generate extreme
dissatisfaction among employees and employers. Descriptive survey design method was adopted with the
use of questionnaire distributed to the management and staff of some selected public sectors in Lagos
State, South-West, Nigeria out of which 254 representing 85% were valid for the research. The
questionnaire was structured into four sections. The study pointed that if managerial decisions are fair and
just with equitable reward and promotion for job done, it will increase employees’ commitment and
loyalty and work level in the organization. In the same vein, if employees were properly motivated with
the necessary and adequate training needs, innovation would increase rapidly on the job and this will
thereby lead to competitive positioning. In addition to this, employees agreed that if they got regular
feedbacks about their performance on the jobs, it could secure competitive positioning for the
organization. As this will help them to identify their strengths and weaknesses which could invariably
produce opportunities to the organization they are working with and threat to their competitors.
Daniel, C. O., & Ibrahim, A. U. (2019). Influence Of Performance Appraisal Management on employees
productivity. Global Science Journal, 7(3).
This study sought to examine the influence of performance appraisal management on employee
productivity. The main objective of this study was to examine the ways in which performance appraisal
has impacted employee’s performance, to know if Management by Objectives method of performance
appraisal enhanced employee productivity in North South Power Company and to find out if feedback, as
performance appraisal variable influence. From the findings, the study concluded that there a significant
relationship between performance appraisal management and employee productivity. Additionally,
feedback definitely has an impact positively on employee work level. Performance appraisal management
should be taken seriously by organizations because it yields good results that will take the company far.

Ochidi, Z., Suleiman, O., Olumoyegun, P. M., & Yusufu , O. S. (2019). Effect of performance appraisal on
employees' performance of selected deposit money banks in lokoja. Ilorin Journal of Human Resource
Management (IJHRM), 3(2), 85-100.
Performance appraisal is one of the critical aspects of human resource management in every organization.
Performance appraisal may have a negative impact on motivation, role perceptions, and turnover, if the
appraisal technique is poorly designed or administered. In Nigeria, most of the performance appraisal
exercises programmes are used as some management of organizations tend to view it as a punitive
measure, which may likely be the case in the selected deposit money banks in Lokoja under study. This
study examined performance appraisal and employees’ performance in selected deposit money banks in
Lokoja, Kogi State. The population of this study consists of permanent employees of ten (10) banks in
Lokoja, Kogi State, with the total staff strength of six hundred and three (603) while Taro Yamane
sampling technique was used to determine the sample size of two hundred and forty-one (241). The
questionnaire was used to generate the data and the hypotheses were tested using One-Sample T-test. The
results revealed that appraisal techniques have a significant effect on employees’ productivity that’s in
their work level in selected deposit money banks in Lokoja, Kogi state. Also, appraisal feedback system
has a significant effect on employees’ productivity in selected deposit money banks in Lokoja, Kogi State.
The conclusion of the study showed that performance appraisal techniques must be designed by the
management of the deposit money banks in Lokoja, Kogi State with inputs from employees'
representatives in order to make them more objectives. The study recommended among others 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 organisations' feedback should be
timely, actionable and involve discussions of strengths and weaknesses of the employees', this will further
enhance employees' productivity.
Ugoani, J. (2020). Performance appraisal and its effect on employees’ productivity in charitable
organizations. Business, management and economics research, 6(12), 166-175.
Although performance appraisal is concerned with the evaluation of workers job performance, it at the
same time serves to highlight the specific objectives of an organization. As the employee is being
evaluated the organization is also evaluating itself by comparing objectives and standards of performance,
reviews the whole appraisal framework and design as well as organizational values and culture.
Performance appraisal is a veritable tool for organizations to evaluate and increase the quality of
education and training of their workforce with a view to developing lifelong learning patterns and
strategies to sustain productivity throughout longer working periods. Motivation as it relates to employee
productivity is often behind the drive for performance and self-actualization, and provides opportunities
for higher productivity. Productivity is an important measure of goal achievement, because getting more
done with less resources increases organizational profitability. Using the exploratory research design and
109 participants the result of the study indicates strong positive correlation between performance
appraisal and employee productivity (work level). It suggests that the issue of performance appraisal in
charitable organizations should be addressed. In view of the result of the study, the paper recommends
that performance appraisal should carefully review employee’s strengths and weaknesses against
requirements for possible future higher responsibilities.
Akindele, I. T., Olatoye, O. A., & Oyekanmi, T. T. (2020). Impact of Performance Appraisal Strategy on
Employee Productivity: Evidence from Selected Nigerian Banks. Journal of Management & Social
Sciences, 9(1)
Many organisations experience low productivity despite their acclaimed effective performance appraisal
system. In Nigeria, many organisations, especially banks are experiencing low productivity and
performance due to ineffective appraisal system. This study, therefore, seeks to investigate the impact of
performance appraisal strategy on employee performance with specific reference to selected Nigerian
banks. Five banks were selected through purposive method. Judgmental sampling technique was also
used to select Head of Operation, Accountant, Auditor, and Branch Manager from 5 branches of the
selected banks in Ibadan metropolis, Oyo State, Nigeria. One hundred respondents served as sample size
for the study. The data collection instrument for the study was structured questionnaire to elicit
information. Simple percentage and Ordinary Least Square (OLS) were adopted for data analysis.
Findings show that the overall assessment of performance appraisal in Nigerian banks has a significant
impact on work level and also reveals that most Nigerian banks make use of the ranking method to assess
their staff. Consequently, the study recommends that bank authorities should not appraise the performance
of employees based on the deposit target, but on their accomplished duties and responsibilities.

This study examined the effect of work disciplinary measures on employee performance of
Federal UniversiTIes in North Central Nigeria. The specific objecTIves are to determine the
effect of oral/wriƩen reprimand, evaluate the effect of suspension, examine the effect of
demoTIon, and to ascertain the effect of terminaTIon; on employee performance of Federal
UniversiTIes in North Central Nigeria. The study adopted a survey research approach, using
quesTIonnaire administraTIon for data generaTIon from a sample of 321 employees of the three
selected Federal UniversiTIes in North Central Nigeria. The data were analyzed using
descripTIve and inferenTIal staTIsTIcs. While regression analysis was employed as tool to test
the hypotheses using t-staTIsTIc from the regression (staTIsTIcal package for social science,
version 25.0) was used for test of hypothesis. Findings showed that oral/wriƩen reprimand (t=
6.01, B= 0.798, p= .004), suspension (t= 5.39, B= 0.810, p= .011), demoTIon (t= 5.98, B= 0.809,
p= .020) and terminaTIon (t= 4.78, B= 0.7866, p= .003) had significant and posiTIve effect on
employee performance of Federal Universities in North Central Nigeria. The study concludes
that work disciplinary measure (oral/wriƩen reprimand, suspension, demotion, and terminaTIon)
is an instrument that fosters employee performance (in terms of employee meeTIng deadlines,
employee commitment, employee efficiency and employee capability) as it has potenTIals for
enhancing the employees performance by creaTIng an atmosphere of aƫtudes and behaviors
capable of influencing adherence to rules, regulaTIons and policies guiding their behaviors at
work. The study recommended amongst others that, management of federal universiTIes should
emphasize more on comprehensive and strict oral/wriƩen and reprimand structure that projects a
disciplined management culture and posture, as it will enhance capability of employees towards
improved performance and sustain good aƫtudes in the workplace.

Astuti, E. P., & Amalah, N. (2020). Effect of Work Discipline on employee performance in the Office of
Public Appraisal Services Herly, Ariawan and Partners. PINISI Discretion Review, 1(2), 39-46
A company is required to have a disciplined view and attitude to increase employee productivity, work
discipline is the most important human resource management function and is closely related to the
management of resources for a company. The purpose of this study was to determine the work discipline
at the Public Appraisal Service Office Herly Ariawan and Partners, to determine the performance of
employees at the Public Appraisal Service Office Herly Ariawan and Partners, to determine the work
diligence on employee performance at the Public Appraisal Service Office Herly Ariawan and Partners.
The research method used is quantitative associative. The data was obtained by distributing
questionnaires using a saturated sample to 30 employees at the Public Appraisal Services Office Herly
Ariawan and Partners. Analysis of the data used is a simple linear regression equation, simple correlation,
coefficient of determination, and significance test. The population is 30 respondents with a sample of 30
respondents. There is a positive influence, between Work Discipline on Employee Performance at the
Office of Public Appraisal Services Herly Ariawan and Partners based on hypothesis testing using t test
that tcount> ttable or 2,053> 1,701 then show significant results. Or in other words, H0 is rejected and Ha
is accepted. So it can be concluded that there is a significant influence between Work Discipline on
Employee Performance at the Office of Public Appraisal Services Herly Ariawan and Partners.

Babatunde, M. M. O., & Nurudeen, O. R. U. N. B. O. N. (2020). Influence of toxic leadership

behaviour on teachers’ diligence and productivity in Lagos State Senior Secondary Schools,
Nigeria. International Journal of Education and Evaluation, 6(2), 36-46
Various studies have focused on the effective and authentic aspects of school leadership and
neglected the toxic aspects of school leadership which is important to identify the behaviours of
school leaders who intentionally and unknowingly inflict enduring damage on their teachers and
school organisation. Thus, this study examined the influence of toxic leadership behaviour on
teachers’ diligence and productivity in Lagos State senior secondary schools. Two hypotheses
(tested at 0.05 level of significance. Correlational and descriptive research designs were adopted;
its population comprised all Principals, Vice-principals, and teachers in public senior secondary
schools in Lagos State. The sample sizes were 98 Principals, 196 Viceprincipals and 980 teachers
after stratifying the population into Education Districts and thereafter selected through purposive
sampling technique. Two main instruments were used to collect data after ensuring their validity
and establishing their reliability using test-retest method. Analysis was carried out using both
descriptive and inferential statistics of means, percentages, tables and graphs including Pearsons
Product-Moment Correlation Analysis and Regression Analysis using the Statistical Package for
Social Science (SPSS) version 24.0. Findings indicate that a negative and non-significant
relationship exist between toxic leadership behaviour and teachers’ diligence at work in Lagos
State senior secondary schools (r = -0.029, ρ>0.05) and the study also found that toxic leadership
behaviour is negatively and non-significantly related with teachers’ productivity in Lagos State
senior secondary schools (r = -0.060, ρ>0.05). It is concluded that toxic leadership behaviour
affected teachers’ diligence and productivity in Lagos State public senior secondary schools, as
evidenced in the study.

Warokka, A., Gallato, C. G., Thamendren, A., & Moorthy, L. (2012). Organizational justice in
performance appraisal system and work performance: evidence from an emerging
market. Journal of Human Resources Management Research, 2012, 1.

This study aimed at extending the literature of the effect of performance appraisal on
productivity and employees by connecting the employees' perception on fair performance
appraisal and organizational justice-considered practices to job satisfaction and work
performance. Prior studies did not explore much this relation due to the geographical sample
limitation and governance practice context. Participants of this research were employees of large
and well-established companies, which were considered to have well and transparent appraisal
systems and a perfect recently context to find the effect of organizational justice conflict.
Questionnaires were used and processed with factor analysis and regression to examine the
simultaneous effects of few independent variables on a dependent variable. The results reveal
that the interactional justice has more influence than other types of organizational justice in
evaluating employee's performance, which is contrary with previous researches. Employees are
more concerned on interaction during and after the evaluation process. They are keen on
knowing how they have been evaluated and what the feedback of their superior is after the
performance appraisal process. It provides strong support for the relationship between employee
perception of organizational justice in performance appraisal system and work performance. It
also supports a significant relationship between performance appraisal satisfaction and work
performance. The important implication for organization is a pivotal role of the employees'
perceptions of the success or failure of a system. Therefore, the management has to keep in view
the perceptions of their employees, while designing or modifying the appraisal system.

2.4.3 WORK QUALITY AND EFFECTIVENESS

Ameen, L. (2020). PERFORMANCE appraisal purposes in Kwara State Civil Service, Nigeria: an
analysis of employee engagement and performnce (Doctoral dissertation, PhD thesis, University of Utara,
Malaysia).

The existing study in the administration research field signifies that employee engagement and employee
performance are crucial to the effectiveness of civil service. This is due to the fact that organizational
performance and success significantly hinge on both of the factors. However, very slight consideration
has been given to the relationship between performance appraisal purposes (PAP) and employee
engagement as well as employee performance in the context of civil service. The main aim of this
research is to examine the relationship between PAP (training, job promotion, performance feedback,
performance recognition and financial reward) and engagement and performance of civil servants in
Kwara State Civil Service, Nigeria.To validate the instruments employed in this study, seven (7) experts
were consulted for content validation of the adapted scales before a pilot study was conducted among 100
respondents. Subsequently, a total number of 510 civil servants were involved in this study. Data for the
study were gathered through quantitative and qualitative surveys from employees working in the Kwara
State civil service. PLS-SEM was used to test the study’s hypotheses. The results provided support for six
(6) out of the eleven (11) hypotheses. The overall findings signify that job promotion, performance
recognition and financial reward have a significant positive relationship with employee engagement,
while training and performance feedback have insignificant relationship with employee engagement.The
results also indicated that training and financial reward have a significant and positive relationship with
employee performance, while the job promotion, performance feedback and performance recognition
have insignificant relationships with employee performance. Moreover, the results reveal a significant
relationship between employee engagement and employee performance. Consequently, this study
successfully provides empirical evidence to the practitioners on employee engagement and performance.
It also provides insights for civil service directors on how to enhance employee engagement and
performance via training, promotion, feedback, recognition and financial reward

Ozigi, O. A., & Onyeukwu, P. E. (2022). Performance Appraisal Fairness on Employees’ Performance in
the Nigeria Television Authority (Nta), Abuja, Nigeria. Marketing, 7(3).
The degrees of unfairness (ranging from unfairness with regards to the actual appraisal rating process;
unfairness arising from the procedures used in determining the appraisal rating and unfairness arising
from the ratee’s treatment by the rater in the appraisal process) have become a regular feature of the
appraisal system at NTA, this study was motivated to scrutinize the empirical effect of performance
appraisal fairness on employees’ performance at the Nigerian Television Authority (NTA), Abuja. Using a
positivist philosophical approach guided by quantitative research design, 165 employees were selected
out of the 280 employees using Taro Yamane. A close-ended (called a 5-point Likert scale) questionnaire
was used to collect data. Empirically, descriptive and inferential statistics were used to test the responses
from the retrieved questionnaire. The SPSS version 25.0 was utilized to perform all the statistical
analyses. Four results were found based on the research hypotheses. First, it was found that distributive
fairness strongly affects employees’ productivity at the NTA, Abuja. Secondly, it was discovered that
procedural fairness significantly influences employees’ competence positively at the NTA, in Abuja.
Thirdly, interactional fairness has a strong influence on employees' effectiveness and efficiency at the
NTA, Abuja. Also, this study discovered that the existing performance appraisal technique of the Nigerian
Television Authority in Abuja is not effective. Lastly, a strong positive relationship between appraisal
fairness and employees' performance was found. It is concluded that appraisal fairness strongly influences
employees' performance at the NTA. Consequently, it was suggested that the NTA management should
endeavour to ensure that their appraisal rating invariably encompasses distributive, procedural and
interactional fairness to ensure improved performance at all times.

Tahsildari, A., & Shahnaei, S. (2015). Enhancing organizational effectiveness by performance appraisal,
training, employee participation, and job definition. European journal of business and
management, 7(12), 56-63.
Organizations face challenges while they live in a dynamic and competitive environment. The
effectiveness of a business constitutes its ability to perform a function with optimal levels of input and
output. Improving organizational effectiveness is a sober concern for any organization as a matter of
existence. This has to be achieved through implementation of important organizational effectiveness
factors. Enhancing organizational effectiveness is the key for success in any business and consequently
managers are expected to increase the efficiency of their work environment. Fundamentally, this paper
offers a framework for improving organizational effectiveness. 165 questionnaires were distributed
among students in a university and collected data was analyzed through factor analysis, reliability,
correlation, and regression test. The findings revealed that training, employee participation, performance
appraisal, and job description have significant effect on organizational effectiveness.
Odunayo, H. A. (2022). Impact of Performance Evaluation on Employees' Productivity in Deposit Money
Banks in Lagos State, Nigeria. European Journal of Human Resource, 6(2), 1-17.
Purpose: Performance evaluation is an element of performance management which is planned to increase
productivity and provides an opportunity to continuously review business objectives. Some researchers
have indicated that many managers felt that performance evaluation did not add value or help achieve
business objectives while many workers found it a bother. In Nigeria, performance evaluation has been
embraced by both the public and private sectors as a tool for performance improvement. The assessment
of its effectiveness, however, has been hampered. This study sought to determine the effect of
performance evaluation on employee productivity in deposit money banks in Lagos State. Methodology:
The study adopts survey research design. The population of this study consist of 192 employees of two
selected Deposit Money Banks in Lagos State. The study adopted total enumeration method in
determining the sample size. The study collected primary data with the help of questionnaire. Data was
collected from respondents using a structured questionnaire. Ordinary least square regression model was
used to assess the nature and degree of relationship between dependent variable and independent
variables. Findings: Findings from the study indicated that the use of performance appraisal has
significant effect on employee productivity. Specifically, findings revealed that managerial review and
peer review have significant effect and enhanced employee productivity. Recommendation: The study
recommends that management should adopt successful management styles which involve building teams,
networks of relationships, and developing and motivating others which would instil skills to the
employees and which have a critical role in improving the level of productivity of the employees.

Mwema, N. W., & Gachunga, 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), 324-337.
Globally, governments and companies spend billions of Shillings yearly on employee performance
evaluation. This study sought to establish the effects of performance appraisal on employee productivity
focusing on a case study of World Health Organization. The main objective of this study was to establish
the effects of performance appraisal on employee productivity in the World Health Organization focusing
on Kenya Country Office, Garissa sub- office, Somalia and Sudan offices based in Kenya. Descriptive
design was adopted in this study. Regression analysis was done to establish the effects of performance
appraisal on employee productivity. From the findings, the study concluded that organizations should
appraise their employees often through utilized targets, accomplishments, organization goals, time
management and efficiency for performance measure purposes as it would lead to increased in
employee’s productivity. The study concludes that organizations should establish and adopt performance
appraisal systems to aid in providing opportunities to the management in identifying staff training needs,
help employees meet performance targets, offer poor performers a chance to improve, help employees on
time management through planning and setting of deadlines, enable managers to make informed decisions
about promotions and assignments based on applicable facts, improve employee’s synergies. The study
recommends that organizations should appraise the staff to enhance employees’ productivity.

Mollel Eliphas, R., Mulongo, L. S., & Razia, M. (2017). The influence of performance appraisal practices
on employee productivity: A case of Muheza District, Tanzania. Issues in Business Management and
Economics, 5(4), 45-59.
Human resources are the most valuable assets in an organization and as such when effectively managed,
they can contribute significantly to employee performance. Performance appraisal has proved to be an
effective tool that can enable organizations to realize employee productivity. This paper investigated the
Influence of Performance Appraisal Management Practices on Employee Productivity in Muheza District
in Tanzania. A sample of 339 employees participated in the study through questionnaires and interviews.
Validity was ensured through expert judgment and reliability ranged between 0.682 and 0.955 Cronbach’s
Alpha implying all items in the questionnaire were reliable. Descriptive statistics represented mean scores
while Pearson Product moment correlational Coefficient evaluated potential relationships between the
independent and dependent variables. The findings of this study highlight the fact that performance
appraisal tools such as recognition and feedback are vital to employee’s performance and indeed
influence employee productivity in the organization. However, surprisingly training and development and
promotion did not have a significant effect on employee productivity. The study recommends that to
improve employee productivity, training and promotion should focus on increasing employees’
commitment and should be based on performance. Furthermore, raising employee satisfaction through
recognition should be used as a tool for maintaining competent employees and screening out less
effective.

Patel, M. B., & Pathak, M. F. (2024). A Study On Effectiveness Of Performance Appraisal On Employee
Productivity. Library Progress International, 44(3), 13177-13185
This research paper aims to examine the impact of performance appraisal systems on employee
productivity in contemporary organizational settings. As companies strive for sustainable growth and
competitiveness, the role of performance appraisal in shaping and enhancing employee performance
becomes increasingly important. The study uses a mixed-methods approach, combining quantitative
surveys and qualitative interviews to gather comprehensive insights from both employees and
management personnel. The quantitative phase involves the distribution of structured questionnaires
among a diverse sample of employees across the industry, aiming to gauge their perceptions of the
performance appraisal process and its impact on their productivity. Additionally, relevant performance
metrics were analysed, with an assessment of observable correlations between the outcomes of appraisals
and subsequent employee productivity. In the qualitative phase, in-depth interviews were conducted with
a subset of employees and managers to learn more about their experiences with performance appraisal.
The qualitative data indicated perspectives on the strengths and weaknesses of existing appraisal systems.
Secondary data includes research papers, publications, magazines, books, journals, and websites. The core
objectives of this research were to evaluate the performance appraisal system of the company and its
effectiveness and to gather feedback from the workforce on the same. Also, to study the association
between performance appraisal systems and employee productivity. Research data was analysed with the
aid of the SPSS standard tool. The research framework incorporates relevant theoretical perspectives on
performance appraisal, employee motivation, and organizational behaviour, aiming to provide practical
insights for organizational leaders, HR practitioners, and policymakers. Findings suggest the refinement
or implementation of performance appraisal strategies that better align with the dynamic needs of modern
workplaces, fostering a culture of continuous improvement with training programs and increased
employee engagement through a better pay structure.

Kihama, J. W., & Wainaina, L. (2019). Performance appraisal feedback and employee productivity in
water and sewarage companies in Kiambu County, Kenya. International Academic Journal of Human
Resource and Business Administration, 3(5), 376-393.
This study sought to determine the effect of performance appraisal system on employee productivity in
Water and sewerage companies within Kiambu County Kenya. The objective of the study was to
determine the influence of appraisal feedback on employee productivity, to assess the influence of
appraisal methods on employee productivity, and to assess the influence of appraisal standards on
employee productivity. The study was anchored on resource based view theory, Goal setting theory and
expectancy theory. The study targeted 972 workers selected from the following departments: human
resource, finance, information technology, technical support and customer service. The respondents
included heads of departments, section heads and supervisors. The study used structural questionnaire for
data collection. Stratified random sampling was used to determine a sample size of 300 respondents. The
study used descriptive research design. Data collected was coded, entered and analysed using the
Statistical Package for the Social Sciences (SPSS). Descriptive and Inferential statistics was used to
generalize the population. In order to test reliability of the instruments, internal consistency techniques
were employed using the Cronbach Alpha Coefficient of 0.7. The study established that managers
provided appraisal feedback to their employees. The study also revealed that organizations found it easy
to share positive appraisal feedback as compared to criticizing poor performance. Organizations provided
adequate feedback on employees’ performance while freedom and independence of employees acted as a
motivation tool. Feedback provided by supervisors regarding productivity helped employees to strengthen
individual development for superior performance and measuring employee’s actual performance on
established standards. The study indicated that all the independent variables had a positive influence on
the employee’s productivity. The study also identified that there are other factors other than appraisal
standard, appraisal feedback, appraisal method which affect employee’s performance. The study
concluded that managers should provide appraisal feedback to their employees and those organizations
found it easy to share positive appraisal feedback as compared to criticizing poor performance. Freedom
and independence of employees acted as a motivation tool and setting of objectives helped the employees
to be focused. The level of employee productivity in the company was high as compared to the beginning.
The study recommended that organizations should have well laid down procedures to be followed in
dealing with employees’ feedback and responding to the feedback from the organization surroundings.
Organizations appraisal method is known by each members of the organization and ensured that this
method does not infringe the employees’ rights and the organizations policies. Organizations should
formulate procedures and policies to be used in identification of employees’ standards.
2.4.4 ACCURACY AND TIME MANAGEMENT

Ahmed, I., Sultana, I., Paul, S. K., & Azeem, A. (2013). Employee performance evaluation: A fuzzy
approach. International journal of productivity and performance management, 62(7), 718-734.
Purpose Managers encounter many decisions that require the simultaneous use of different types of data
in their decision‐making process. A critical decision area for managers is the performance evaluation of
personnel, whether individually or as a member of a team. Performance evaluation is critically essential
for the effective management of the human resource of an organization and evaluation of staff that help
develop individuals, improve organizational performance, and feed into business planning.
Design/methodology/approach Performance evaluations require and often involve disparate types of
information that are vague, incomplete, objective, and subjective. This paper proposes a performance
evaluation system of employees considering various performance evaluation criteria using fuzzy logic.
The main task in the proposed approach involves determining the performance indices of employees
considering their respective performance in various qualitative and quantitative evaluation criteria and
then selecting the best employee who holds highest performance index comparing all the indices.
Findings A model is developed for any kind of organization where performance evaluation is significantly
important for staff motivation, attitude and behavior development, communicating and aligning individual
and organizational aims, and fostering positive relationships between management and staff. Fuzzy
control is used to determine the overall performance index by combining results of the performance in
selected criteria and provided it in numerical values which will undoubtedly ensure convenience of the
concerned human resource personnel during performance rating calculation.
DeNisi, A., & Smith, C. E. (2014). Performance appraisal, performance management, and firm-level
performance: A review, a proposed model, and new directions for future research. Academy of
Management Annals, 8(1), 127-179.
There has been a long history in management and industrial/organizational psychology of studying
methods to improve performance at work. These efforts have traditionally been concerned with
individual-level performance (with some attention paid to team performance as well); even when research
began to more broadly consider the topic of performance management instead of just performance
appraisal. However, the often unstated assumption was that, if an organization could effectively improve
the performance of individual employees, this would accrue to improvements in firm-level performance
as well. A review of the literature suggested that this link had never really been established in a direct
way. Instead, we found considerable support for relating “bundles” of human resource (HR) practices to
firm-level performance, and several models for how these practices could create the transformation from
individual-level to firm-level performance. We drew upon several of these models, from somewhat
diverse literatures, to propose a model whereby bundles of HR practices, when aligned with the strategic
goals of the organization, can be used to create a climate for performance that could transform generic
knowledges, skills, and abilities (KSAs) into specific KSAs needed to improve firm-level performance.
Munguti, B. K., & Kanyanjua, D. (2017). Performance appraisals practices and employee productivity in
Kenya: A case study of Savannah Cement Ltd. International Academic Journal of Human Resource and
Business Administration, 2(4), 82-96.
Many organizations are struggling with the fact that many of their employees’ productivity is wanting and
therefore these organizations are looking for measures that can aid in improving their employees
productivity. The main objective of this study was to investigate the effects of performance appraisal
practices on employee productivity at Savannah Cement Ltd. The specific objectives of the study were:
To assess the effects of peer review on employee productivity at Savannah Cement Ltd and to establish
the effects of 360 degrees appraisal method on employee productivity at Savannah Cement Ltd. The study
adopted a descriptive research design. The population of interest for this study was three hundred and
thirty two (332) employees of Savannah Cement Company limited. The population was stratified as per
the departments and a representative sample of 98 respondents was selected through simple random
sampling technique. The study primary data was a questionnaire. The collected data was compiled, sorted,
edited, coded and analyzed to address the research objectives. Descriptive analysis was computed where
mean, frequencies and percentages were obtained and Regression analysis was used to test for the
relationship between the independent variable and the dependent variable. The findings from the analysis
showed the effect that the performance appraisal practices had on employee productivity. These study
results were presented in tables and figures using percentages and frequencies to facilitate comparisons
and further analysis. The study found that the performance appraisal process was fair and targets had been
set for all the staff to ensure the process achieved its objective in evaluating individual employee’s
performance, 360- Degree performance appraisal is used in Savannah Cement Ltd to enhance individual
employee’s work performance thus bringing about improvement in quality and accuracy of work, job
knowledge, ability to work as team members and quantity in output. The study concluded that the
management at Savannah Cement Company had adopted performance appraisal practices that aided in
providing opportunities to identifying staff training needs, help employee’s meet performance targets and
360 degree appraisal method was widely adopted in Savannah Cement Ltd. The study recommends that
the company should endeavor to use subordinates more often as a source of evaluation so that managers
can be able to get feedback from their juniors regarding their performance and adopt performance
appraisal process that does not only emphasize on academic qualifications but rather ability to achieving
targets.

Amhana, Z. B. R., & Thomas, A. B. (2024). The Impact of Performance Appraisal on Employees’
Productivity in Financial Institutions: A Case of the United States Banking Sector. European Journal of
Business Startups and Open Society, 4(4), 270-282.
This research investigated the impact of performance appraisal on employee’s productivity in financial
institutions, with a focus on the United States banking sector. In carrying out the study, an Expost-Facto
design was adopted. The study was carried out in United State of America. The targeted population for the
study comprised management staff, senior staff and junior staff in the banking institutions in United State
of America. A stratified random sampling technique was used to select 15 management staff, 45 senior
staff and 60 junior staff which gave a total of 120 respondents used for the study. The instrument used for
data collection was a structured questionnaire titled “Performance Appraisal and Employees’ Productivity
Questionnaire (PAEPQ)”. Face and content validation of the instrument was carried out by an expert in
test, measurement, and evaluation in order to ensure that the instrument has the accuracy, appropriateness,
and completeness for the study under consideration. The reliability coefficient obtained was 0.91, and this
was substantially high enough to justify the use of the instrument. The researcher subjected the data
generated for this study to appropriate statistical technique such percentage analysis to answer research
questions and simple regression to answer hypothesis. The study found out that there is significant impact
of performance appraisal on employees’ productivity in financial institution in United States. Also it was
found out that there is significant impact exerted by the independent variables i.e. Impact on the
dependent variable which is productivity. On this basis the study concluded that for financial institutions
to benefit from performance appraisal, they need to refine their systems to unleash employee potential
and drive success. One of the recommendations was that financial institutions in the United States
banking sector should prioritize the implementation of regular training programs for managers and
supervisors responsible for conducting performance appraisals.

Bekele, A. Z., Shigutu, A. D., & Tensay, A. T. (2014). The effect of employees’ perception of performance
appraisal on their work outcomes. International Journal of Management and Commerce
Innovations, 2(1), 136-173.
The aim of the study is to assess the perception of performance appraisal practice of ANRS office of the
auditor general and its effect on employees’ work outcomes, in the form of work performance, affective
commitment and turn over intention as well. To undertake these general objective six specific objectives
with their underling hypothesis were designed and assessed by quantitative& qualitative research design.
To set background information on the proposed hypothesis the theoretical, conceptual and empirical
related literatures were reviewed and most of the literatures finding implies that perception of employees
on performance appraisal system had a significant influence on their work out comes. In conducting this
study, the required data is obtained through structured questionnaires and interview. The structured
questionnaire was adopted from four prior related studies. To check the reliability and validity of the
adopted instruments the Cranach’s coefficient alpha test and the construct and content validity test was
carried out. To determine the sample from the total population of 202 employees, first, the target
population was stratified in to seven stratums (based on business processes) and then to select respondents
from each stratum simple random sampling technique was applied; having this, the researcher uses
formula based-sample size determination. Basically, a total of 134 questionnaires were distributed to the
sampled employee, among these 119 were returned, of which, 9 responses are uncompleted. Thus, 110
returned questionnaires (i.e. representing 82% of response rate) are analyzed using statistical package for
social science (SPSS version 16). In the analysis descriptive statistics, correlation analysis and simple
regression analysis was performed. The descriptive finding of the study shows that in ANRS office of
auditor general employees had low level of perception towards the existing performance appraisal
practice. Employees of ANRS offices of the auditor general have high level of work performance, low
level of affective organizational commitment and moderate level of turn over intention. The correlation
analysis result also indicates employees’ perception of performance appraisal practice had positive and
significant relationship with work performance and affective organizational commitment; negative and
significant relationship with employees’ turnover intention. Whereas the finding of simple regression
analysis indicates employees’ perception of performance appraisal practice had positively and
significantly influence work performance and affective organizational commitment whereas, negatively
and significantly influence employees’ turnover intention. Therefore, it is recommended that, the
organization should have to implement performance appraisal practice in the best possible way; there is
the need to develop a good feedback system, appropriate and adequately filing, discussing appraisal
results, design ways to communicate appraisal results, review appraisal on due attention, participatory
appraisal rating system and have to design procedure to make aware of every employee about the appeal
process. In doing so, human resource department should play a vital role in the overall process of
performance appraisal. Finally, it is forwarded that further research has to be done in more completed and
comprehensive way.

Fang, Y., & Layraman, T. (2022). The effect of performance management system on employee
productivity in cross-border E-commerce enterprises in China. Management, 10(3), 155-166.
The aim of the current research was to analyze how the performance management system of China’s
cross-border e-commerce enterprises affects employee productivity. The study was guided by the
following research objectives: to investigate the performance management system on employee
productivity in cross-border e-commerce enterprises in China; to determine the relationship between the
performance management system and employee productivity in cross-border e-commerce enterprises in
China. The study adopted a quantitative approach to the effects of performance management practices on
employee productivity. The dependent variables included performance appraisals, reward systems, and
performance feedback, and the implications on employee productivity as the independent variable. The
target population is comprised of 400 employees in China’s cross-border e-commerce enterprises.
Descriptive statistics were utilized as a data analysis tool. The demographic profiles of the respondents
were analyzed using percentages and frequencies. Inferential statistics such as correlation and regression
analysis established the relationship between dependent and independent variables. The study
recommends that the performance management practices should be optimized to improve employee
performance. Performance reviews should be focused on the contributions of the individual employees to
meet the organizational objectives. For every possible opportunity, the manager should formally
recognize good employee efforts for enhanced work performance. Effective performance management
practices that edify appraisal and reward should be used to achieve organization goals and enhance
employee productivity.

2.4.5 EFFICIENCY AND SKILL LEVEL

Obi, J. (2016). Performance appraisal as a tool for enhancing productivity in an

organization. International Journal of Innovations in Sustainable Development, 7(2), 1-35.
Corporate organizations are increasingly appreciating the importance of employee performance appraisal
as a veritable tool for enhancing productivity in an organization. Performance appraisal of employees has
the advantage of helping an organization to position the workforce on the jobs for which they are best
suited and thus leading to improved productivity and increased organizational profitability. When
employees are engaged in the performance of different tasks in an organization, it is essential to appraise
their actual performance on the job to ensure that their effort is positively contributing to the achievement
of organizational objectives. It is no longer fashionable to deploy employees to tasks without determining
their suitability for each job. Modern organizations are no longer comfortable with just remaining
competitive in their industries. They aspire to establish competitive superiority over their competitors and
to post increasing profit figures for their shareholders. To achieve these objectives, organizations require
thorough performance appraisal of the entire workforce to enable the firm position the right skills in the
right tasks for optimum productivity. Descriptive research design was adopted in this study. Managers
who are responsible for appraising the performance of their subordinates were interviewed and
questionnaires used to obtain information on employees’ appraisal in the three organizations. Data
obtained were carefully analyzed using tables and percentages.(Hypotheses formulation and testing were
not involved in this process). Various interview sessions were held with managers who are involved in the
appraisal of subordinates. The over-all result showed that performance appraisal helps an organization to
position employees adequately for optimum productivity. Modern corporate organizations are therefore
advised to take the issue of performance appraisal seriously and to encourage the appraising managers to
remain objective about the assessment of subordinates in the interest of increased productivity in the
organization
Stor, M. (2023). The effects of employee performance appraisal on the company performance results: The
mediating role of HRM outcomes with an innovative application of the efficiency index. European
Management Studies, 21(1), 68-99
The main goal of the article, identified with the main research problem, is to determine the mediating role
of HRM outcomes in the relationships between employee performance appraisal (EPA) and company
performance results and to establish whether there are any identifiable regularities in this scope in four
specific contexts, i.e. the pre-pandemic and pandemic periods of COVID-19 in the HQs and foreign
subsidiaries of MNCs. Design/methodology/approach: The empirical research included 200 MNCs
headquartered in Central Europe. To capture the actual relations between the variables under study, the
raw data in the variables were adjusted with the efficiency index (EI), which is a novelty in this type of
research. The Partial Least Squares Structural Equation Modeling (PLS-SEM) was used to verify the
research hypotheses and assess the mediating effects. Findings: EPA had a positive effect on results in
HRM, finance, innovativeness and quality, both in the pre-pandemic and pandemic periods, although this
effect was not always statistically significant. Furthermore, the company’s performance results in HRM
mediate positively the relationships between EPA and the other three categories of company performance
results, regardless of the organizational level (HQs’ or subsidiaries’) and time period under consideration.
Additionally, during the pandemic, the company’s performance results in HRM mediate the relationships
between EPA and the company’s performance results in innovativeness stronger than in the pre-pandemic
time, both at the HQs and local subsidiaries. This suggests that the EPA used such solutions in
conjunction with other HRM subfunctions that stimulated entrepreneurial, creative and innovative
behavior of employees in such a way that organizations could achieve better innovation results during the
crisis than before it. Research limitations/implications: The study has some limitations, including the
research sample’s structure, not fully representing the general population. Only HQs respondents were
asked about performance results in foreign subsidiaries, excluding local informants. The qualitative
benchmarking method used is problematic, relying on comparisons instead of objective measures.
Furthermore, the analysis did not consider potential differences in economic, legal, or social conditions
among the various countries where foreign subsidiaries were located. Originality/value: In addition to
confirming the results of some other studies, the article also provides new knowledge. It determines the
mediating role of HRM outcomes in the relationship between EPA and company performance results in
finance, innovativeness, and quality. Moreover, it identifies certain regularities in the four studied
contexts, which is a novelty in this type of research. It also uses an innovative approach to including
employee KPIs as the efficiency index in analyzing the relationships between the variables under study.

Wagacha, K. N., & Maende, C. (2017). Performance appraisal systems and employee productivity in
commercial banks in Nairobi County, Kenya. International Academic Journal of Human Resource and
Business Administration, 2(4), 329-346.
This study sought to determine the effect of performance design and methods, employee perception and
performance based rewards on employee productivity. The general objective of this study was to establish
the effect of performance appraisal systems on employee productivity in commercial banks in Kenya
focusing on those based in Nairobi County. This study was carried out at the head offices of these
commercial banks. The research targeted572 workers selected from the following departments: human
resource, finance, information technology and marketing. The respondents included heads of departments,
section heads and supervisors. Stratified random sampling was used to determine a sample size of 115
respondents. The study used descriptive research design which involved collection of information from a
common group through questionnaires to a representative sample of that group. Data collected was coded,
entered and analysed using the Statistical Package for the Social Sciences (SPSS). Descriptive statistics
were used in reporting and was interpreted through the use of charts, graphs and tables. In order to test
reliability of the instruments, internal consistency techniques was employed using the Cronbachs Alpha
Coefficient of 0.60.7.The study established that employees in commercial banks in Kenya were appraised
by personnel in higher ranking positions than them. It was also established that performance appraisal
problems are dealt with as they arise. In addition, most employees in the banking sector have a positive
attitude towards performance appraisals since they create job confidence and this maximizes output. The
major implication of these findings is that performance appraisals are largely a success in commercial
banks in Kenya. This study recommends the continued use of performance appraisals. To further improve
the performance appraisal process, this study also recommends that management adopt successful
management styles that involve team building, motivation and instilling skills. In addition, the appraisal
system should be evaluated periodically, performance expectations of employees clearly stated and
management communicates the importance of performance appraisal to the employees.

Binta, M., Muhammad, I., Ahmed, Z., Bazza, A. M., & Magaji, B. (2019). Effects of Performance
Appraisal on Employee Productivity in Federal Ministry of Education Headquarters Abuja Nigeria. Asian
Journal of Contemporary Education, 3(2), 121-131.
The study examined the effects of Performance Appraisal on Employee Productivity in Federal Ministry
of Education Headquarters Abuja. The study used survey research design. The population of the study
consists of 1797 employees of Federal Ministry of Education Headquarters Abuja. The sample size of the
study was 400 respondents and was determined using Taro Yamane formula. Data for the study was
collected using structured questionnaire and analyzed using descriptive and OLS analysis. Results from
the findings revealed that the coefficients of appraisal performance and employee feedback had positive
and significant effect on employee productivity for the period under study. The coefficients of employee
training and employee compensation had positive but insignificant effect on employee productivity for
the period under study. The coefficient of multiple determination R2 value of 0.687 percent implied that
68 percent total variation in employee productivity was explained by performance appraisal, employee
feedback, employee training and employee compensation. The study recommends that multiple appraisal
method should be introduced to further encourage objectivity and eliminate biasedness in the appraisal of
workers in the Ministry.

Manoharan, T. R., Muralidharan, C., & Deshmukh, S. G. (2012). A composite model for employees'
performance appraisal and improvement. European journal of training and development, 36(4), 448-
480.
Purpose The purpose of this paper is to develop an innovative method of performance appraisal that will
be useful for designing a structured training programme. Design/methodology/approach Employees'
performance appraisals are conducted using new approaches, namely data envelopment analysis and an
integrated fuzzy model. Interpretive structural modelling is used to design a training programme for
employees. Findings Performance appraisals using data envelopment analysis focus on output
enhancement, while an integrated fuzzy model using quality function deployment (QFD) and multi‐
attribute decision‐making focuses on input enhancement. For overall and continuous improvement of
employees' knowledge, skills and attributes, this composite model provides an in‐depth analysis and also
offers a means for designing a structured and effective training programme through interpretive structural
modelling. Research limitations/implications In data envelopment analysis, the number of employees for
performance appraisal should be equal to or greater than three times the selected number of input and
output factors. In the integrated fuzzy model, the number of main factors should not exceed seven for
pairwise comparison. The size of the QFD matrix should not be more than 30.
Amin, B. M. (2022). The impact of performance appraisal on employees’ productivity in electrical
manufacturing sector at Penang, Malaysia. International Journal of Supply Chain, Operation
Management and Logistics (IJSCOL), 3(6), 11-22.

The purpose of this study is to examine the relationship between performance appraisal including job
knowledge, communication skills, creativity and innovative on employees’ productivity in electrical
manufacturing sector at Penang, Malaysia. In order to evaluate the relationship a sample size of 222
respondents taken from 28 electrical manufacturing sector with 6322 populations and 361 samples. A
questionnaire was design for data collection to measure performance appraisal included job knowledge,
communication skills, creativity and innovative on employees’ productivity. Stratified sampling method
was used to analyze the data used SmartPls 3.7.8. The result of the study shown that job knowledge,
communication skills, creativity and innovative have a significant relationship on employees’
productivity. The limitation of this study only covers electrical manufacturing sector. Suggested for future
study focus on electronic, plastic and fabricated manufacturing sector in order to be more effective result
in improving the performance appraisal practices in manufacturing sector
Owotutu, S. O. (2020). Effect of motivation on employee performance in Unilever Nigeria PLC, Agbara
Ogun State. International Journal of Trend in Scientific Research and Development (IJTSRD), 4(2), 981–
989. https://www.ijtsrd.com/papers/ijtsrd30163.pdf

This study is anchored on uncovering the relevance of motivation in the relationship to management of
human resource, unprogram fits snuggly without it and no company achieves its mission without
influencing one's means. Utimate aim of motivation is often toward arouse individuals to bring out
member of staff courageous diligence into achieving organization goals with enthusiasm and productivity.
Particularly, this research look at the motivation for effective and as well as efficient service provision.
The study emphasized on the relevance of motivation as a crucial determining factor for performance of
employees within a corporate entity either public or private. The study adopted a expressive research
survey which served as its blueprint, upon which the empirical investigation was done. The population
size of this particular study underpins a number of mid-level employees in Unilever Nigeria PLC, who are
about one hundred (100). A total number of sixty (60) considered selected from this population using
stratified sampling technique and data was generated using questionnaires. Data was analyzed
electronically with the aid of the social science statistical kit, on which the three hypotheses were tested
through Correlation and Variance Analysis. The results of the findings showed that motivation justified
having an effect on employee productivity despite its association with organizational efficiency and
employee turnover. This study affirmed that human-management skills and creativity maybe enhance
when employees personal freedom encouraged, moment as well as other significant resources needed.