IMPACT OF MEASURING EMPLOYEE'S PERFORMANCE ON ORGANIZATIONAL GROWTH

IMPACT OF MEASURING EMPLOYEE'S PERFORMANCE ON ORGANIZATIONAL GROWTH

Abstract

This study was carried out on the impact of measuring employee's performance on organizational growth. The study focused on Coca-cola bottling company. In pursuit of the objectives, a survey research was carried out in Enugu State, Nigeria. The population used for the study was 110 staff of Coca-cola Bottling Company. Sample size was determined using taro Yamane (1964) formula. The study made use of data from primary and secondary sources which were collected using questionnaire administered to the 110 staff of the selected Organization. The data analyses was carried out using the Statistical Package for the Social Sciences (SPSS version 22), while the person product moment correlation coefficient and the one-sample test were used to test the hypotheses formulated in the study. Findings from the study reveal that the extent to which unsystematic approach of employee training affected organizational productivity was high. This was statistically supported by the one-sample test at 0.05 (Zc = 8.246 < Zt = 0.000). Again, the extent of effect of training design on employee productivity was high. The one-sample test (Zc = 0.679 < Zt = 0.730; α= 0.05) confirms this assertion. The extent to which training delivery style affected employee productivity was high as attested to by the result of one-sample test (Zc = 0.681 < Zt = 0.762; α= 0.05). Similarly, there was a very strong positive relationship between employee perception of training and organizational performance. This is confirmed with the Pearson Correlation coefficient value of 0.948 at 0.05level of significance. The extent to which employee training alone affected organizational performance was low, however, when other variables like training design, training delivery style were considered, its effect became significant. This is confirmed by the one-sample test at 0.05 (Zc = 0.705 > Zt = 0.665). Based on the finding, the study concludes that if the right employees are sent on training through the systematic training procedure of identifying and selecting employees for training, there would be a significant improvement on the organizational performance. Finally, it is recommended that a mechanism should be created for proper assessment and evaluation of employee performance after training as this will ensure that only employees who require training are sent on training.

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