| Abstract: | The purpose of this study was to investigate the effect of performance appraisal (PA) practice on employee productivity in Federal Housing Corporation. Four key dimensions of performance appraisal practices, setting objective, performance feedback, performance reward, and interpersonal relationship were used as independent variables to measure their impact on employee productivity. The study targeted a total of 372 employees. Using Taro Yemani’s statistical formula, a sample size of 193 employees were selected from which 158 respondents were analyzed. The study adopted an explanatory research design. The research instruments used for data collection were the questionnaires and interview schedule. The questionnaire were distributed to the staffs-both the employee and the management members using stratified type random sampling technique and the interview is conducted with the human resource directorate. Primary and secondary data sources were used. The questionnaire was designed on a five-point Likert scale to rate the effect of the factors in the question. The research was analyzed using t-test, correlation and multiple regression analysis by Statistical Package for Social Science (SPSS). Results indicated that there is a positive and significant effect between performance appraisal; setting objective, performance feedback, performance reward, and interpersonal relationship and employee productivity, of which Performance Feedback, has the dominant one, in Federal Housing Corporation. Hence it is recommended that the corporation should take these factors into strong consideration in order to enhance its productivity. |
