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Format: MS WORD
| Chapters: 1-5
| Pages: 64
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Performance evaluation is perhaps a programme in personnel management that is very fundamental to individuals are organization growth and not often given enough attention. The dictum that people make up an organization is fact universally acknowledged organization big or small need the services of the people to attain get goals.
According to Omoile (2005:235) performance evaluation is one of the methods by which management can ascertain that work poverty utilized by managers in achieving the co-operation objectives. The personal department, being a specialist department, is responsible for this evaluation. It is the responsibility of the personal manager to introduce and monitor the evaluation scheme, plans and conduct the appraised interviewing solve problems associated with it, pass the feedback to the management and act in the outcome of the evaluation exercise failure to use an appropriate, realistic and performance oriented appraised scheme is therefore a failure of the personnel department.
Appraised subordinate is not an easy task as it put the superior in an enviable of judging his subordinates. Every manager must therefore, acquire the necessary skill for performance evaluation. Appraisal must seek to perform their task with open minds and with a view to assisting staff to improve their performance. To this end, judgement and decision must be objective and devoid of bias and prejudices. So that appraisers would not been seen as the accuser, prosecution and judge of the same time. This is the general attitude where adverse report is given about an evaluation, simply because the superior sets the targets, delegate authorities and assesses performance. Performance evaluation should be look for failure, but while an employee perform exceedingly well in one area and failed in others, its potential and training needs necessary to take remedial actions that will lead to the improvement of its performance evaluation will also indicate how an employee should be rewarded.
Appraised is an evolution of the performance of workers in their respective responsibilities. It starts out with a statement of the major contributed expected position and record of his performance against these goals. Evaluation actually takes a much with what a man do. Weaknesses are seen as limitation to the full use of strength and his non-achievement, effectiveness and accomplishing.
To appraise simply means to judge the quality or find out the value of something. Michael (2001:30), in this view referred to performance evaluation as to review of employee’s performance based on objectives agreed. On this basic of the evaluation of the objective agreed, it is certain that areas of weakness and strength could not be identified and improved performance taken.
The concept is at times referred to as staff evaluation, performance rating, performance review among others whatever name it is called, the main idea is compared to where he expected to be. From these perspectives of the management, evaluation exercise is to identify the employee’s areas of strength and weaknesses. The ultimate aim is to make the employee improve on its performance and eventually make it possible for the organization to achieve its goal and objectives. Furthermore, based on the review, management often takes action which would likely make it possible for employee to realize his expectation at works.
According to Charles Duke (2000:100-102) in his book, the effect executive in his concept of management by objective (MBO), the manager or supervisors set and agreed with the employee or his subordinate, target and objectives of the department with the frame of work of corporate
INTRODUCTION
1.1 Background of the Study
Performance evaluation is perhaps a programme in personnel management that is very fundamental to individuals are organization growth and not often given enough attention. The dictum that people make up an organization is fact universally acknowledged organization big or small need the services of the people to attain get goals.
According to Omoile (2005:235) performance evaluation is one of the methods by which management can ascertain that work poverty utilized by managers in achieving the co-operation objectives. The personal department, being a specialist department, is responsible for this evaluation. It is the responsibility of the personal manager to introduce and monitor the evaluation scheme, plans and conduct the appraised interviewing solve problems associated with it, pass the feedback to the management and act in the outcome of the evaluation exercise failure to use an appropriate, realistic and performance oriented appraised scheme is therefore a failure of the personnel department.
Appraised subordinate is not an easy task as it put the superior in an enviable of judging his subordinates. Every manager must therefore, acquire the necessary skill for performance evaluation. Appraisal must seek to perform their task with open minds and with a view to assisting staff to improve their performance. To this end, judgement and decision must be objective and devoid of bias and prejudices. So that appraisers would not been seen as the accuser, prosecution and judge of the same time. This is the general attitude where adverse report is given about an evaluation, simply because the superior sets the targets, delegate authorities and assesses performance. Performance evaluation should be look for failure, but while an employee perform exceedingly well in one area and failed in others, its potential and training needs necessary to take remedial actions that will lead to the improvement of its performance evaluation will also indicate how an employee should be rewarded.
Appraised is an evolution of the performance of workers in their respective responsibilities. It starts out with a statement of the major contributed expected position and record of his performance against these goals. Evaluation actually takes a much with what a man do. Weaknesses are seen as limitation to the full use of strength and his non-achievement, effectiveness and accomplishing.
To appraise simply means to judge the quality or find out the value of something. Michael (2001:30), in this view referred to performance evaluation as to review of employee’s performance based on objectives agreed. On this basic of the evaluation of the objective agreed, it is certain that areas of weakness and strength could not be identified and improved performance taken.
The concept is at times referred to as staff evaluation, performance rating, performance review among others whatever name it is called, the main idea is compared to where he expected to be. From these perspectives of the management, evaluation exercise is to identify the employee’s areas of strength and weaknesses. The ultimate aim is to make the employee improve on its performance and eventually make it possible for the organization to achieve its goal and objectives. Furthermore, based on the review, management often takes action which would likely make it possible for employee to realize his expectation at works.
According to Charles Duke (2000:100-102) in his book, the effect executive in his concept of management by objective (MBO), the manager or supervisors set and agreed with the employee or his subordinate, target and objectives of the department with the frame of work of corporate
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