ORGANIZATIONAL PERFORMANCE APPRAISAL PROCESS AND EMPLOYEES PROMOTION IN NIGERIAN ORGANIZATIONS

Abstract

The study focused on Organizational Performance Appraisal Process and Employees Promotion in Nigerian Organizations. The study revealed that Performance Appraisal is the formal evaluation of an employee to determine the degree to which the employee is performing his/her job as well promoted to higher rank or position.  That several tasks are necessary for the performance appraisal process to be successful, some are done by the organization, some by the rater(s), some by the ratee(s), who performs the performance appraisal, what gets rated, and who should be rated.  It was also discovered that problems that confronts performance appraisal are Unclarity, Employees’ rating, Rater’s bias, Time pressure, determining the evaluation criteria, Lack of competence and Resistance. The study sought to investigate how organizational role affects determination of due time for promotion, how rater(s) role affects collection of adequate information for promotion, how who performs the performance appraisal affects HODs/Supervisors/Managers gathering of accurate ratings for promotion, how what gets rated affects rates performance based on achievement for promotion, and who should be rated affects rated as individual or work term.  The study concludes that performance appraisal process are important because they ensure that appraisal and promotion processes are adequate.  Based on the conclusion of this study, the following recommendations are made: that the organizations should ensure that clear and specific performance standard for appraisal are made available to managers and those standards are also communicated carefully to the rater(s) and ratee(s) so that each individuals will know what is expected of him/her, should ensure that the ratees have a clear and unbiased view of their performance, the feedback system and reward system that determines their promotion or not, etc.