Effect of Performance Management System on Employees’ Attitude in the Nigerian Banking Sector
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Date
2016
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Publisher
Fountain University Journal of Management and Social Sciences (FUJMAS)
Abstract
Performance Management focuses on the organizational and employees’ performances and the system that are usually employed for carrying out the process of evaluation. Performance Management System (PMS) is said to have been developed and implemented resulting in the failure to deliver the results people expect from it. This is one of the biggest challenges facing line managers and human resource unit of most establishments and it usually escalates to different approaches from employee’s perspectives. The main objective of the paper is to examine the effect of Performance Management System (PMS) on Employees’ Attitude in the Nigerian Banking Sector. The study used Stratified Sampling Technique to select a total number of one hundred and eighty (180) staff from Head Offices of the fifteen (15) listed Banks in Nigerian Stock Exchange (NSE). Primary data were collected using a structured questionnaire. Data obtained were analyzed and presented using both descriptive and inferential statistics. Correlation and regression analysis were used to test the hypotheses formulated for the study. The findings revealed that R2 of 0.2177, 0.4066 and 0.6687 values suggested that variables in the model are all jointly significantly influence the probability of the Nigerian banking sector performing better. The study concluded that the implementation of PMS is said to be the commencement of changed attitude to work due to continuous and systematic assessment of employees’ performance on a regular basis. Noting that PMS in the Nigerian Banking Sector would obtain better results if they can further improve some segments of PMS such as objective performance, monitoring and evaluation. The study recommended that; management should continue to communicate the importance of Performance Management System (PMS) to employees until the process is entrenched and also the outcomes should be channeled to employee developmental and promotional purposes.
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Keywords
Performance Management, Performance Management System, Employees, Attitude, Nigerian Banking Sector, Performance Indicator
Citation
5(2); 43-62