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Project plan Essay look for TOPICPERFORMANCE APPRAISAL AS AN INSTRUMENT FOR EFFECTIVE HUMAN RESOURCE counselling (CASE STUDY OF CHEVRON)INTRODUCTIONBACKGROUND OF THE STUDY mathematical process appraisal is an paygrade of the appraisee murder in his or her job while potential appraisal helps in discoering the appraisees capabilities, skills and talents for development.(Obisi, 1996). Worldwide, achievement appraisals atomic number 18 apply in nearly tout ensemble organizations. There ar different tools and number of goals that mathematical operation appraisals focus to examine man-to-mans accomplishment and potential of development, (Leena and Twinkle, 2012 pg01-06). Therefore, the ordinary area of our study is act appraisal systems in organization. Only minority activities in power management are concerned with evaluating employees as individuals. Performance appraisal is a planned interaction between employees and their supervisors, during which the former examine the performance of the latter to identify strengths and weaknesses with the view to amend future performance, (Kofi, 2012 pg22). For their, appraisal is part and parcel of an outstanding personnel activity fee planning and administration. Having accepted that staff performance appraisal is a al menial activity in organization, we shall familiarize ourselves with the difficulties concerning both accuracy and fairness.It is important to none that the culture of value-system of the organization imparting act as the major determiner of both the appraisal plan adopted and the way it is introduced. For instance if the culture is one which favors control and measurement of people, then it is likely that system will be imposed on the participants, except that it will at least contain some measurable criteria against which to judge performance. But where openness performance are encourage, any system will be discussed first with those involved, with the result that appraisals are much likely to be joint problem solving affairs rather than a calling to account by a superior.Similarly, we lavatory appreciate the importance of performance appraisal when we realize that it is through it that organizational progress at the goat and productivity of workers can be rated. For instance, a high performance rating tells the workers the organizations is aware of his devotion to his job increase his performance via the goal when were set. The above arguments are not weights. Today open appraisal system has come to stay and any organization, which ignores open appraisal system, should be prepared to face the negative consequences of low performance, conflict and uncertain future. (Obisi, 1996). Alo, (1999) defines performance appraisal as a process involving deliberate stock taking of the success, which an individual or organization has achieved in performing assigned tasks or meeting set goals over a period of era. The specific subject matter of our t is study con cern the use of performance of employee as a basis for judging the contribution and weakness of employees so that continuing efforts can be made to build a strange and more effective organization performance appraisal system helps in retaining promotional and retaining policies.Performance appraisal as the process of appraising staff performance against previously agreed standard and targets. It is base on guidelines given to employer by the management of what is expected of them in terms of organizational objectives. Performance appraisal involves the observation and evaluation of employee work behavior or the result that behavior by some. To appraise is to judge the work graphic symbol or conditions of something or to find out its value. However, it is important to note that one of the responsibilities of manager is to evaluate the performance of his subordinates. The essence of the evaluation is to assess their character, attitude, potentials and past performance on the job. According to Alo (1999) defines performance appraisal as a process involving deliberate stock taking of the success, which an individual or organization has achieved in performing assigned tasks or meeting set goals over a period of time. Atiomo (2000) agrees with Fajana (1997) that performance appraisal is a system which provides organizations with a means of identifying not only what peoples performance levels are but which areas those levels need to be improved if maximum use is to be made of human resource. In most organizations, there is always a way instituted to evaluate productive behavior of the workers. This is important if the goals for whichorganization was established are to be attained. Further, most industrial organizations institute mechanism to solve human problems of workers such as motivation and job satis occurrenceion with an overall objective of ensuring higher productivity.STATEMENT OF PROBLEMThe process of appraising the performance of employees is made diffi cult by the fact that criteria of effective performance are frequently difficult to define, the areas of performance for which an individual is responsible are often unclear and evaluation tend to be based not on measurement of actual performance but on the perceptions and judgments of an employees immediate boss. And also there can be ineffective if the performance appraisal system does not correspond with organizational culture and system. Despite that performance appraisal will be of immense assistance to management in formal organizations in general and CHEVRON NIGERIA LIMITED. It can be detrimental to quality improvement it has been proposed that the use of performance systems in organizations adversely affect organizations pursuits of quality performance.Negative perceptions, quite often individuals have negative perceptions of performance appraisal receiving and/or the anticipation of receiving a performance appraisal can be ill-fitting and distressful and potentially cause tension between supervisors and subordinates. Performance appraisal should provide accurate and relevant ratings of an employees performance as compared to pre-established criteria that is organizational expectations. judicial issues if performance appraisal are not carried out entrancely, legal issues could result that place the organization at risk.OBJECTIVES OF THE STUDYThe main purpose and objective of study performance appraisal systems is as follow. i.To understand varieties of an heir use in personnel administration and motivation of workers for higher productive behavior.Evaluate the strength of performance appraisal in supplying data that could help the management of the CHEVRON NIGERIA LIMITED to make an efficient use of its human resources. iii.To understand problem of performance appraisal system and reaction of workers to consequences of their adoption iv.Highlight whether the appraisal technique as presentlycreates a learning experience for the employees of the orga nization to motivate them on alter their level of performance on the job. v.To find out whether the employees of the company are usually satisfied with the way they are being appraised by their supervisors. Vi.Find out how effective is the use of performance appraisal technique as a toll for determining promotion, salary increases and training.RESEARCH QUESTIONSTo direct the conduct of this study, the following research questions were create whose answers will go along in attaining the objectives of the study. i.Do you agree with the fact that performance appraisal is significant to the personnel and effective human resource manager? ii.To what achievement can Performance appraisal as an instrument enhance effective human resource management? iii.In what areas has the Chevron Nigeria Limited performance appraisal arrangement created an impact on employees? vi.Are performance appraisal reports usually a straightforward reflection of employees strength and weakness? v.Is the pres ent appraisal scheme appropriate for evaluating suitability for promotion and salary increment? vi.Do bosses influence performance appraisal reports?Could proper use of performance appraisal lead to employees motivation?RESEARCH HYPOTHESISThe following research hypothesis has been developed for the purpose of this study tested for acceptance or rejection. H0The public utility of performance appraisal is significant to the personnel and human resource managers. H1The usefulness of performance appraisal make no significant to the personnel and human resource manager. H0Performance appraisal could be utilise to enhance employees performance H1performance appraisal could not be used to enhance employees performance. H0performance appraisal systems usually a true reflection of employees strength and weaknesses H1performance appraisal systems does not usually reflect a true employees strength and weaknesses H0Present appraisal scheme is appropriate forevaluating suitability for promotio n and salary increment H1Present appraisal scheme is not appropriate for evaluating suitability for promotion and salary increment. H0Proper used of performance appraisal leads to employees motivation. H1Proper used of performance appraisal does not lead to employees motivation.SCOPE OF THE STUDYBecause of the time constraint, the research will be primarily directed to the country headquarter CHEVRON NIGERIA LIMITED located at 2, Chevron drive, Lekki Peninsula, Lagos, Nigeria. It will delve into such sensitive and areas like promotion, salary increases, training and reward for hard work. To make the research work more reliable and valid the sample study will cut across all categories of junior staff, officers and management staff. It is my sincere hope that the study of the research will be of immense assistance to the management in formal organizations in general and CHEVRON NIGERIA LIMITED in particular.LIMITATION OF THE STUDYGenerally, in any meaningful project work of this natur e, some difficulties are likely to come up. much(prenominal) difficulties include TIME FACTOR Time factor is a major problem because as an undergraduate student, there is little or no time to allocate to a greater work as the available time is shared between this study and other subject course study. FINANCE look for project is quite expensive.Preparing the research instrument, moving about to gather the data, administering the research instrument, compiling, validating, writing, typesetting and printing the report cost a lot of money. For an undergraduate, the fund whitethorn not really flow as much as needed. HUMAN FACTOR All efforts would be made towards ensuring error free findings. However, absence of errors is not altogether guaranteed as all human are prone to mistakes. DATA GATHERING Eliciting of data from the stakeholders might also be like a camel trying to glide by through the eye of a needle in the sense of inaccessibility and unwillingness of executives and other re spondents in providing data information for the purpose.SIGNIFICANCE OF THE STUDYThe implication of this study includesThe study will assist organizational control by ensuring efficient initialization of human resource. It will also be of assistance in formulation of acceptable and objective performance appraisal. It will also assist in areas such as staff promotion or advancement as well as demotion. Performance appraisal helps to maintain records in order to determine compensation packages, wage structure, salaries raises. It helps to identify the strengths and weaknesses of employees to place right men on the right job. It helps to maintain and assess the potential present in a person for further growth and development.RESEARCH METHODOLOGYThis section of the research proposal will examine, research design, research population and sample, data collection method and procedures for data analysis.RESEARCH DESIGNThe survey research methods would be used in this study and a case stud y of CHEVRON NIGERIA LIMITED would be undertaken.POPULATION OF THE STUDYThe population of the study would be made up of the wide staff of CHEVRON NIGERIA LIMITED located at 2, Chevron drive, Lekki Peninsula, Lagos, Nigeria.RESEARCH SAMPLEAfter the sampling size has been determined, simple random sampling techniques would be utilized in coding the sample. The reason for using the simple random sample is precisely to give each individual in the population fair to middling chances of being included in the sample and to make it possible to every sectional group of individual to be represented.DATA COLLECTED METHOD some(prenominal) primary and secondary sources of data collection method would be adopted in gathering data relevant information on this study. The primary sources will consist of a well-structured questionnaire to be administered to the respondents within three levels of management (i.e. top, middle and lower management) of CHEVRON NIGERIA LIMITED. The secondary data would be collected from the texts, journals, newspapers, seminar papers, magazines, employees performance reports from the personnel departments of CHEVRON NIGERIA LIMITED and other literature on performance appraisal as aninstrument for effective human resource management the usefulness of financial ratio analysis.DATA ANALYSIS METHODThe analysis of the data to be obtained would be done by the use Chi-Square methods of statistical analysis. The spearmans come out approach2 = (O E)2EE= Expected valueO= Observe value2= Chi-SquareDEFINITION OF TERMSAppraisal A method of assessing and grading employees for the purpose of promotion, commendation/development and salary increase. Performance It refers to the output or personal contribution of an employee to the overall goals and objectives of an organization. A high performance may yield positive appraisal and vice versa. Employee It refers to the workforce of every organization or firm Human Resource Management It is a term that can notes t he management of human being and raw material of an organization. The blending of both is crucial if the object of an organization is to be realized. Organization It is the entity where economic activities take place. It could be formal or informal. Organizations strive to harness its human and material resources in order to achieve its goals.REFERENCESObisi, C. (1996). Personnel Management lakbod enterprise, Ibadan.Leena. T and Twinkle. P. (2012). From Performance Appraisal to Performance Management. IOSR diary of Business and Management, Volume 3, Issue 5. 01- 06.Kofi, O. A., and Vincent, P.K. (2012). Performance Appraisal As Employee Motivation Mechanism In Selected Financial Institutions In Kumasi, Ashanti Region Of Ghana. International Journal of Multidisciplinary Research, Vol.2Issue 6, 22.Atiomo, A.C. (2000). Human Resource Management Malthouse Management Science Books, Lagos. Fajana, S. (1997). Human Resources Management Labofin and Company, Lagos. Alo, O. (1999). Human Res ource Management in Nigeria Business and Institutional detain Associates Limited, Lagos.UNIVERSITY of LAGOSDepartment of Business AdministrationResearch ProposalNAME LAWAL ADEBISI FATIMATMATRIC NUMBER 100203122DEPARTMENTBUSINESS ADMINISTRATION rail TITLERESEARCH SEMINARCOURSE CODEFBA321RESEARCH TOPICPERFORMANCE APPRAISAL AS AN INSTRUMENT FOR EFFECTIVE HUMAN RESOURCE MANAGEMENT (CASE STUDY OF CHEVRON)