PERFORMANCE APPRAISAL IN ORGANISATION: BUILDING COMPETENT EMPLOYEES

Appraisal of employees is an important aspect of management which determines many factors regarding employees’ job commitment and largely productivity. However, this technique of management is sometimes abused by managers in organisation. In line with this background, this paper examined some of the problems of appraisal techniques in a beverage designated company. The paper is based on Homan’s Exchange Theory as basis of theoretical explanation. The paper relied on secondary quantitative data and analysis using tables, percentage and frequency. There were 97.3% respondents that held that appraisal tool is one of the determinants of promotion criteria in their organisation. Also, 86.0% agreed that appraisal tool can influence job performance where it is used without prejudice. There were 64.0% respondents that believed that managers sometimes used appraisal tool to witch hunt perceived enemies in organisation, while 71.3% believed that appraisal tool is a major factor in the rating of employees for annual salary review. Consequently, 54.7% had negative perception of the use of appraisal technique in their organisation. Appraisal technique is an integral factor in employees’ job commitment and it is often used as criteria in promotion. Managers sometimes employed appraisal tool to settle scores with perceived enemies and this elicits negative perception among employees. There is need to ensure that appraisal tool is objectively done in organisation and it is not only subject to implicit decision of managers who could be mischievous with the tool.