THE PROBLEM AND PROSPECTS OF EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM IN THE PUBLIC SECTOR: HOW DOES ICT INTERVENE? (A CASE STUDY OF FEDERAL INLAND REVENUE SERVICE SOKOTO STATE)

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TABLE OF CONTENT

Table of Content

CHAPTER ONE: INTRODUCTION
1.1       Background to the study
1.2       Statement of the research problem
1.3       Research Questions
1.4       Objectives of the study
1.5       Hypotheses
1.6       Significance of the study
1.7       Scope and limitations of the study
1.8       Scheme of Chapters

CHAPTER TWO: LITERATURE REVIEW
2.1       Introduction
2.2       Performance Management
2.3       Performance Management System
2.4       Purpose of Performance Management System
2.5       The Stages of Performance Management System
2.6       Employee Performance  in the Organizational Context
2.7       Employee Performance Measurement
2.8       The Relationship between Performance Management System and Employee Performance
2.8.1    Developing and Planning- Mission and Individual Objectives
2.8.2    Managing and Reviewing Performance
2.8.3    Rewarding Performance
2.8.4    Information Communication Technology (ICT)
2.8.5    ICT and Performance Management

CHAPTER THREE: RESEARCH METHODOLOGY
3.1       Introduction
3.2       Research Design
3.3       Population of the study
3.4       Sample and Sampling Techniques
3.5       Source of Data Collection
3.6       Instrument Used of Data Collection
3.7       Method of Analysis
3.8       Method of Testing Hypotheses

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1       Introduction
4.2       Data Presentation and Analysis
4.3       Testing of Hypotheses
4.3.1 Testing of hypothesis 1
4.3.2 Testing of hypothesis 2
4.3.3 Testing of hypothesis 3
4.4 Discussion of Findings

CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1       Summary
5.2       Conclusion
5.3       Recommendations
Reference
Appendix


CHAPTER ONE:

INTRODUCTION

1.1 Background to the Study

Performance management system is a continuous process of improving individuals, team and organizational performance. Performance management has to be the core of all organizations since it gives strategic direction and how resources are going to be distributed towards the achievement of set goals and objectives. Employee performance management system has been popular within human resource management study, involves managing employee efforts, based on measured performance outcomes. Armstrong (2004) defined performance management as a means of getting better results from the whole organization by understanding and managing within an agreed framework, performance of planned goals, standards and competence requirements. Bacal (1999) defines performance management as an ongoing communication process, undertaken in partnership, between an employee and his or her immediate supervisor that involves establishing clear expectations and understanding about: the essential job functions an employee is expected to do; how the employee's job contributes to the goals of the organization. The emphasis of performance management systems is on continuously improving organizational performance, and this is achieved through improved individual employee performance (Macky & Johnson, 2000).

The aim of performance management system is to improve service delivery through effective and efficient application of resources. Thus, performance management should be an important step in the organization's human resource management system and influences employee performance and then organizational performance. Performance management as a process for ensuring employees focus on their work in ways that contribute to achieving the organization's mission is indispensable for a business organization. Moreover, it is important for employees and managers to understand that performance management and performance management systems are the key determinants of an organization's long-term success or failure. Also, understanding how human resources management practices influence employee performance could help organizations setting up a better management system, and finally improve employee performance and organizational performance. . In this perspective, employee performance is...


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