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The study is an evaluation of effectiveness of performance appraisal as a tool to measure employee productivity in organizations. The study revealed that employees are usually appraised by their immediate supervisors. As regards the frequency promotion in the organization, both the managers and officers asserted that there was a valid, laid down pattern for promotion and that this was at the management discretion. Often, managers allow biasing factors like rate, sex, tribe appearance and personal likeness or hatred to influence their rating. Unless the ratings are based on actual job performances, the evaluation will continue to be devoid of the objective that is often required in a fair performance appraisal system.

Effectiveness of Performance Appraisal as a Tool to Measure Employee Productivity in Organisations