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Download this complete Project material titled; The Impact Of Employee Management In Achieving Organizational Goal with abstract, chapters 1-5, references and questionnaire. Preview Abstract or chapter one below

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1.0   INTRODUCTION 

1.1        Background of the study

1.2        Statement of problem

1.3        Objective of the study

1.4        Research Hypotheses

1.5        Significance of the study

1.6        Scope and limitation of the study

1.7       Definition of terms

1.8       Organization of the study

 

 

CHAPTER TWO

2.0   LITERATURE REVIEW

 

CHAPTER THREE

3.0        Research methodology

3.1    sources of data collection

3.3        Population of the study

3.4        Sampling and sampling distribution

3.5        Validation of research instrument

3.6        Method of data analysis

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS AND INTERPRETATION

4.1 Introductions

4.2 Data analysis

CHAPTER FIVE

5.1 Introduction

5.2 Summary

5.3 Conclusion

5.4 Recommendation

Appen

 

 

Abstract

This study is on the impact of employee management in achieving organizational goal. The total population for the study is 200 staff of unilever plc, Lagos State. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made up human resource managers, supervisors, production managers and stock controllers were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies

 

 CHAPTER ONE

INTRODUCTION

  • Background of the study

 

Employees Performance Management system is a complete process, which is based on the workforce performance and the fulfillment of organizational objectives at all levels. The basic philosophy behind the performance management system is to developing the alignment between the organizational objectives, with the employees’ skills and capabilities, moreover it emphasize on the Development and improvement of the overall system. People mostly misperceive the performance management to the performance appraisal; In actual performance appraisal is judging the past performance while performance management system is an ongoing process to measuring the fulfillment of objectives. Alan Nankervis, (2004) while doing his research in an Australian institute finds that there are very few organizations which shared their organizational objectives with their employees. Most of the organization use the performance appraisal as compared to the performance management in which the focus is made on the comparison between the performance standards being made by the organization and the actual performance of the employees while no one actually compares the performance against the organizational objectives. Performance management is the real theme while we work in the organization for quality control, in Quality based organization the objective of the performance is made on the achievement or fulfillment of the goals rather than established standards.

In every organization, employees play a vital role in determining its survival. In line with that, an employee is perceived as an important or valuable asset to an organization and is the key or prerequisite factor to make sure the operation of the organization or factory runs as planned. Employees become the heart and pulse of the organization and really important to determine the needs and expectancies of the client or customers. This is aligned with the purpose of performance appraisal in the contemporary approach which emphasizes on employee who has full potentials that can be explored and expanded. Employees can be used positively to sustain the quality of service or product of the organization. This is associated with the roles and responsibilities of the employees to perform at the highest level of their work competencies. Performance appraisal become more constructive and therefore the progress of the employees are improved. With the achievement of the organization’s vision and mission, employees can work together collaboratively with the organization itself based on the win-win basis. In this context, performance appraisal can turn out to be a good device to plan a better career path for the employees. The term performance appraisal is sometimes called as performance review, employee appraisal, performance evaluation, employee evaluation, employee rating, merit evaluation, or personnel rating. Performance appraisal is a system that involves a process of measuring, evaluating, and influencing employees’ attributes, behaviour and performance in relation to a pre-set standard or objective. In this information technology era, employee performance can be evaluated using software systems. This will enable information about the performance of employees to be easily evaluated and saved to database for future retrieval. Performance management of employees can be seen as the systematic description of individual job-relevant strengths and weaknesses for the purposes of making a decision about the individual. In another term, performance appraisal is a process of evaluating the behaviour of the employees in the workplace, or can also be referred as a process of giving feedback on employees’ performance. It involves a very complicated process and various factors can influence the process. Therefore, the process of evaluating employee’s behaviour should be looked at as a reciprocal process or using a matrix perspective and not as a straightforward process.

  • STATEMENT OF THE PROBLEM

 

Performance management is important for an organization, as it helps organizations ensuring employees are working hard to contribute to achieving the organization’s mission and objectives. Performance management sets expectations for employee performance and motivates employees to work hard in ways that is expected by the organization. Moreover, performance management system provides a completed and professional management process for organizations to assess the performance results of organizations and employees. Employee performance could be expected, assessed and encouraged. Macky and Johnson (2000) pressed that the importance of performance management system is on continuously improving organizational performance, and this is achieved by improved individual employee performance. Therefore, improving employee performance by using performance management system is a way to improve organizational performance.

  • OBJECTIVE OF THE STUDY

The objectives of the study are;

  1. To ascertain the relationship between employee management and achieving organizational goal
  2. To find out whether the performance management system influence employee performance
  3. To ascertain the effectiveness of employee management in organization
    • RESEARCH HYPOTHESES

For the successful completion of the study, the following research hypotheses were formulated by the researcher;

H0: there is no relationship between employee management and achieving organizational goal.

H1: there is relationship between employee management and achieving organizational goal.

H02: the performance management system does not influence employee performance

H2: the performance management system influence employee performance

1.5    SIGNIFICANCE OF THE STUDY

 The study will give a clear insight on the impact of employee management in achieving organizational goal. The study is of vital importance to organization’s effectiveness, hence the result will be useful to the organization in developing effective and efficient performance appraisal plans and programmes to aid the organization in its goals attainment. The study will also serve as a reference to other researchers that will embark on the related topic

  • SCOPE AND LIMITATION OF THE STUDY

The scope of the study covers the impact of employee management in achieving organizational goal. The researcher encounters some constrain which limited the scope of the study;

  1. a) AVAILABILITY OF RESEARCH MATERIAL: The research material available to the researcher is insufficient, thereby limiting the study
  2. b) TIME: The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.

Finance: This project work involves huge financial expenses such as photocopy, typing and movement from one point to another to gather information. The financial problems not only hindered movement but also discourse one’s enthusiasm in learning.

1.7 DEFINITION OF TERMS

  •  Performance AppraisalIt is a process or series of formalized discussions with an employee about performance over a specified period of time.
  • Manager: A person with the task of planning, organizing, directing, coordinating and controlling organization’s resources to attain the objectives of the organization.
  • Productivity: It is the “quantity or volume of the product or service that an organization provides” (Decenzo and Robbins, 1989).
  • Effectiveness: This is concerned with the art of getting the right things done, in the right way, at the right time and for the right purpose.
  • Efficiency: It is concerned with achieving an objective or producing product at the least cost to enhance organization achieves the main objective.
  • Organization: An enterprise established by a person or group of individuals; government in order to provide goods and services for the satisfaction of human needs.
  • Management: This is the process of planning, organizing, directing and controlling both human and non-human resources effectively and efficiently towards the attainment of organizational goal.

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