PERFORMANCE APPRAISAL AND EMPLOYEES PRODUCTIVITY: A STUDY OF ACADEMIC STAFF IN FEDERAL POLYTECHNIC, ILARO

Abstract

This study examined the relationship between performance appraisal and employees productivity among academic staff of Federal Polytechnic, Ilaro. The study was guided by three objectives, which were to examine the effect of performance appraisal on employee productivity, to determine the relationship between appraisal feedback and staff motivation, and to assess the extent to which appraisal based reward systems influence job performance among academic staff. The study adopted Goal Setting Theory as its theoretical framework, since the theory explains how clearly defined and measurable goals, which form the basis of most appraisal systems, drive higher performance. A descriptive survey research design was adopted for the study. The population comprised 617 academic staff of the institution, from which a sample size of 243 respondents was drawn using Taro Yamane formula and stratified random sampling technique. A structured questionnaire anchored on a four point Likert scale was used for data collection, and its reliability was confirmed through a Cronbach Alpha coefficient of 0.83. Data collected were analysed using descriptive statistics and Pearson Product Moment Correlation with the aid of Statistical Package for Social Sciences. Findings revealed that performance appraisal has a significant positive relationship with employees productivity, and that appraisal feedback significantly influences staff motivation. The study recommended that management should ensure appraisal exercises are conducted regularly, transparently and linked to genuine reward systems capable of sustaining staff productivity.