Performance Management and Employee Productivity of a Bank Employees: a Study of Guaranty Trust Bank Plc Nigeria
CHAPTER ONE
Objectives of the Study
The broad objective of this study is to examine the effect of performance management practices on the productivity of bank employees in the Nigerian banking sector, a case study of Guarantee Trust Bank (Nigeria) Plc. The specific objectives are:
- To investigate the influence of performance appraisal on employee performance in Guarantee Trust Bank (Nigeria) Plc.
- To determine the effect of reward system on employee’s motivation in Guarantee Trust Bank (Nigeria) Plc.
- To examine the influence of performance feedback on employee commitment to organizational goal and objective in Guarantee Trust Bank (Nigeria) Plc.
- To explore the extent to which training and development influence employee efficiency in Guarantee Trust Bank (Nigeria) Plc.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
EFFECTS OF PERFORMANCE APPRAISAL POLICY ON EMPLOYEE
PERFORMANCE
According to Wilson and Western (2001), it is natural for employees to be affected by how well they score on a performance appraisal depending on the outcomes. Thus, the application of a performance appraisal policy can be either positive or negative. Employees who receive good scores on their performance appraisals are generally motivated to perform well and maintain their performance. Conversely, if a supervisor gives an employee a poor score on his/her appraisal, the employee may feel a loss of motivation in the workplace. Consequently, this can impact on the employee’s performance (Kuvaas, 2006:504). According to Rudman (2003:437), performance appraisal policy is a critical factor in an organization in enhancing the performance of the employee. Further, there is a strong connection between how firms manage their employees and the organizational results they achieve. Simmons and Lovegrove (2002:35) asserted that most organizations differed from the rest in organization structure, customer orientation and human resources. Erdogan (2002) states that human behaviour in organization have also shown that the most harmful thing to organizations is when managers are unable to relate to their employees. Boswell and Benson (2000:288) contend that the human nature is in constant need of recognition and when they are recognized, either positively or negatively, it spurs them to do more. It is contended that one of the instruments through which managers motivate their employees is the use of an effective performance appraisal policy. Cook and Crossman (2004:530) highlight that an employee whose performance is under review often become defensive. Whenever employee performance is rated as less than the best or less than the level at which employee personally perceives his/her contribution, the manager is viewed as being biased. Disagreement about the contribution and performance ratings can create a conflict ridden situation that festers for months (Mani, 2002:142). Nurse (2005) states that negative feedback from performance appraisal policy not only fails to motivate the typical employee, but can also cause employees to perform worse.
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study Performance management and employee productivity of a bank employees: A study of guaranty trust bank plc Nigeria
Sources of data collection
Data were collected from two main sources namely:
(i)Primary source and
(ii)Secondary source
Primary source:
These are materials of statistical investigation which were collected by the research for a particular purpose. They can be obtained through a survey, observation questionnaire or as experiment; the researcher has adopted the questionnaire method for this study.
Secondary source:
These are data from textbook Journal handset etc. they arise as byproducts of the same other purposes. Example administration, various other unpublished works and write ups were also used.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain Performance management and employee productivity of a bank employees: A study of guaranty trust bank plc Nigeria. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenge of Performance management and employee productivity of a bank employees
Summary
This study was on Performance management and employee productivity of a bank employees: A study of guaranty trust bank plc Nigeria. Four objectives were raised which included: To investigate the influence of performance appraisal on employee performance in Guarantee Trust Bank (Nigeria) Plc, to determine the effect of reward system on employee’s motivation in Guarantee Trust Bank (Nigeria) Plc, to examine the influence of performance feedback on employee commitment to organizational goal and objective in Guarantee Trust Bank (Nigeria) Plc and to explore the extent to which training and development influence employee efficiency in Guarantee Trust Bank (Nigeria) Plc. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staffs of GTB, UYo. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made HRMS, customer care officers, marketers and junior staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
Performance management process has a significant relationship with employee productivity; A survey of commercial banks. This is because, performance appraisal system, employee training and development and reward system which are the components of performance management process was realized to have a significant relationship with the employee productivity in commercial banks. On the first objective which was the effects of performance appraisal on employee productivity, the study concludes that, performance appraisal system has a significant association with employee productivity. That is, performance appraisal through principles of work planning, setting up agreed performance targets, having a clear and prompt feedback and appraisal criteria increases volume of sales, customer retention and quality output, hence improved productivity. The conclusions reached are in line with Equity theory which affects employee productivity in that, when one employee compares their ratio of „input and output‟ to the ratios of „input and output‟ of other employees, they are in fact supporting the Equity Theory. The comparison of these two proportions is a point of reference for employee‟s motivation. Besides, on the effect of employee training and development on employee productivity, the study concludes that, training and development has a significant association with employee productivity. That is, regular training and development through policies, ensures efficiency, improved knowledge and skills and employee become acquainted with the job which helps to improve the volume of sales, customer retention and quality output, hence improved productivity. Lastly, on the effect of reward system on employee productivity, the study concludes that, reward system has a significant association with employee productivity. That is, reward systems through monetary and non-monetary bonuses like vacations or a simple thank–you, compensation, benefits such as car loans, medical covers, club membership, ample office space, parking slots and company cars and recognition and appreciations motivated employees improves the employee morale which in turn leads to increased volume of sales, customer retention and quality output, thus, improved productivity
Recommendation
The policy makers in the bank should come up with quarterly appraisals for employees to help and improve employee productivity. Besides, there should be rewards for positive results as well as training for negative results in order to empower the employees.
References
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- Appelbaum et al. (2003). Human resource work practices that leads to better performance. The context of the firm.
- Armstrong, M & Baron, A (2004) Managing performance: performance management action. London: chartered institute of personnel and development
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