EFFECT OF PERFORMANCE APPRAISAL ON EMPLOYEE’S MORALS {A CASE STUDY OF AMNI PETROLEUM COMPANY LIMITED, LAGOS}

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TABLE OF CONTENT
          TITLE PAGE
          CERTIFICATION
DEDICATION
          ACKNOWLEDGEMENT
          TABLE OF CONTENTS
CHAPTER ONE
1.0     INTRODUCTION
1.1     BACKGROUND TO THE STUDY
1.2     OBJECTIVE OF THE STUDY
1.3     STATEMENT OF THE PROBLEM
1.4     STATEMENT OF HYPOTHESIS
1.5     SIGNIFICANT OF THE STUDY
1.6     SCOPE OF THE STUDY
1.7     LIMITATION OF THE STUDY
1.8     HISTORICAL BACKGROUND OF THE STUDY
         
CHAPTER TWO
2.0     REVIEW OF RELATED LITERATURE
2.1     PERFORMANCE OF APPRAISAL
2.2     REASONS FOR CONDUCTING PERFORMANCE
APPRAISAL
2.3     APPROACHES FOR PERFORMANCE APPRAISAL
2.4     STEPS I PERFORMANCE APPRAISAL
2.5     REQUIREMENT FOR AN EFFECTIVE PERFORMANCE
APPRAISAL EXERCISE

CHAPTER THREE
3.0     RESEARCH METHODOLOGY
3.1     DESIGN OF QUESTIONNAIRE
3.2     ASSUMPTION OF THE QUESTIONNAIRE
3.3     SAMPLING OF SAMPLE
3.4     DEVELOPMENT AND ADMINISTRATIVE RESEARCH INSTRUMENT

CHAPTER FOUR
4.0     PRESENTATION AND ANALYSIS OF DATA
4.1     PRESENTATION OF DATA
4.2     ANALYSIS OF DATA
4.3     ANALYSIS OF THE RESPONDS TO THE HYPOTHESIS

CHAPTER FIVE
5.0     SUMMARY CONCLUSION AND RECOMMENDATION
5.1     SUMMARY OF FINDINGS
5.2     CONCLUSION
5.3     RECOMMENDATION
          REFERENCE
          QUESTIONNAIRE



CHAPTER ONE
1.0     INTRODUCTION
1.1     BACKGROUND TO THE STUDY
          Performance Appraisal is the process of approving staff performance against previously agreed standard and targets.
          It is based on guidelines given to employees lay the management of what is expected of them in terms of organizational objectives.
          The frequent evaluation of employee by the organization is important not only to the growth of the employee too. An organization must know who are not outstanding workers who need additional training and who are not contributing to the efficiency of a welfare of the organization. All levels of employment, personal decisions relating to promoting, retaining or racking workers are made on daily basis and its solely based on ability of the employees. The quality of a worker’s performance on the job must be assessed in some way and assessment will be for and useful if based on objectives and systematic criteria.
          These criteria must involve factors relevant to the person’s ability to perform the job.
          To carry aid performance appraisal, there are two approaches to adopt. These are open reporting system, and other confidential system.
          The open reporting system is a system of appraisal whereby the evaluation of subordinate performance is made known to the subordinate by the supervisor. The form on which are appraisal has been made may even be shown to him depends on interview or a discussion which follows appraisal. The appraiser’s comment will then be in...

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