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PERSONNEL APPRAISAL IN A ROUTINIZED MANAGEMENT SYSTEM IN UNIVERSITY

CHAPTER ONE

INTRODUCTION

1.1   BACKGROUND TO THE STUDY

A natural consequence of the systematic view of organization is that it is made up of subsystems or components which are interdependent and interrelated.  Any of these components can derail or be operated in a way that is inconsistent with requirement for efficient attainment of organizational goal. It becomes the role of the manager, therefore to operate instrument of control to ensure that there is integration of the component part for goals attainment.  Personnel performance appraisal is one of these instruments of control.  The human component serves as the head as it were which circulates and energizes every subsystem of the organization as system. The University of Benin was found in 1970. It started as an institute of technology and was accorded. The status of a full fledged university by National Universities Commission (NUC) on 1st July, 1971. In his budget speech in April 1972, the then military governor of mid-western state, col S.O Ogbemudia. (then also visitor to the university) formally announced the change of the name of the institute of technology to the University of Benin, on 1st April, 1975.

The University at the request of the state government, was taken over by the federal government and became a federal university at the onset, the university was situated at Ekewan Road in 1972, a project to build a main campus at Ugbowo and Ekosodim governance with Engineer Daniel Uheniwen as the director. Today the main site campus, is at Ugbowo, but some courses are still offered at Ekewen campus. Today, the university has continued to grow from strength to strength with a number of faculties, department, institutes and units. Following NUC’s directives, the university experimented with the collegiate system in 1971/72 and 1992/93. However, the light of new developments the university reverted to the faculty system except for the Schools of Medicine, Dentistry, Basic Medical Science and Institute of child health which reverted back to the collegiate system in August, 1999 with a provost as its administrative head.

The faculties as presently constituted are those of Agriculture, Arts Education, Engineering, Law, Life Science, Pharmacy, Physical Science, Social Science and college of medical science (which has three schools, Basic medicine and the institute of child health). In January 2006, the federal government approved the take off of the college of petroleum and gas engineering of the University of Benin ate Effunin, near Warri in Delta state, with the initial population of hundred (100) students in two department petroleum engineering and gas engineering.

The university offer course at various levels, post graduate undergraduate, diploma and certificate. Presently, the total student enrolment stands at over 40,000 made of both full time and part time students share among the various faculties. So personnel performance appraisal attempt to identify, record and analyse the expectation of the organization. It is base on the assumption that members of the organization respond differently and in varying degree to stimuli to which they are exposed in their work.            

1.2   STATEMENT OF THE PROBLEMS

The problem of the study is whether personnel appraisal make the employee’s to put in their best in order to increase production and good rendering of services in an organization. In service sector for example rampart change of weak performance in very high among workers and there are many factors that contributed to this trend. Some of them are lack of information and skills for proper appraisal of employees. This has caused harm to the growth and development of management system in Nigeria.

Another problem is that some managers or personnel to follow the due process or procedure, when they are appraising the employees. They judge employees base on their personnel perception, they have employee’s who have caused harm to the organization. This project is also directed at providing solution to improve and encourage proper personnel appraisal in management system in Nigeria, precisely university of Benin, Benin City, Edo state.

1.3   OBJECTIVE OF THE STUDY

The primary objective of this study is examinational cum determination of the effect of personnel appraisal in a routinised management system in Nigeria particularly emphasis on university of Benin, Edo state.

The onus of this examination lies on the fact that personnel appraisal is very useful in management system in Nigeria especially the above tertiary institution mentioned for development planning as well as source of reference for further ideological endeavour for today’s generation and our good children yet unborn who might wish to narrow.

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