INTRODUCTION
Performance according to oxford advanced learners dictionary (Hornby, 2000) is how well or how badly you do something (ABU 2004) has also described performance as the “effectiveness” and “efficiency” of the workers in achieving individual goods and organizational effectiveness.
Evaluation on the other hand is forming an opinion of the amount, value or quality of something after thinking about it carefully while productively is the rate at which a worker produces goods and the amount produced compared with hoe much time work and money is needed to produce them.
Performance evaluation is system which provides organizations with a means of identifying not only what people’s performances levels are but in which areas, such performance needs to improves, if the human resources utility is to maximized (Abu 2004).
Ebreo (2004) asserts that employee performance makes the greatest impact in any business. Failure to deliver expected results can greatly affect productivity, quality and profitability. Most managers attribute employee performance to knowledge, skills and attitude. There are however more factors that affect performance than these, which if not met may compromise effective performance.
SUMMARY OF FINDINGS
Findings from this research work are as follow:
- Performance evaluation exercise can be used to improve employee productivity.
- Performance evaluation is geared towards recognizing employee effort.
- Performance evaluation feedback helps in identifying the gap between employee current performance against set standard.
- The organization’s method of evaluating employee performance is the rating scale method.
- Performance evaluation objectives are best achieved when it is conducted periodically.
- Performance evaluation helps in identifying both individual and organizational training and development need.
- Performance evaluation exercise helps to achieve fair, decent and consistence reward outcome.
- Performance evaluation not the only best of assessing employee productivity.
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