Employee Retention Strategies and Organizational Performance in Nigerian Federal Inland Revenue Service Abuja (Published)
This study examines the nexus between employee retention and organization performance of Federal Inland Revenue Service, FCT, Abuja, Nigeria. This is with the view of examine the impact of training program, reward system and work environment on organization goal of Federal Inland Revenue Service, FCT, Abuja, Nigeria. The study employed survey research design. The target Population for this study comprised of 501 staff of Federal Inland Revenue Service, Abuja. The data collected was analysed using multiple regression. The outcome of the study indicates that training program, reward system as well as work environment has a positive and significant impact on organization goal of Federal Inland Revenue Service, FCT, Abuja, Nigeria. That is, training programs, the reward system, and a conducive working environment play crucial roles in enabling the Federal Inland Revenue Service (FIRS) to retain its best employees. It is therefore recommended that Federal Inland Revenue Service (FIRS) should institutionalize continuous professional development programs and align reward systems with employee performance metrics to foster a supportive work environment, enhance job satisfaction, and improve employee retention rates.
Keywords: : training program, Employee Retention, Organizational Performance, Reward system, Work Environment, organization goal
The Obstacles to Using Performance Appraisal and Reward Systems as Tools for Improving Employee Performance (Published)
Performance appraisal and incentive systems are one of the fundamental tools utilised by succeeding businesses, both public and private, in increasing employee performance, as they serve to keep employees on their toes and motivated to work for the organization’s betterment. Personal bias, recent effects, spillover, and a lack of clarity in the job description are some of the characteristics that militate against using performance appraisal as a strategy for improving employee performance, according to the findings. The study suggested, among other things, the creation of a clearly defined benchmark for rewarding employees who perform exceptionally well in their job delivery. This is to ensure transparency in the process of rewarding employees for a job well done, as this will encourage others to perform better. Finally, a performance appraisal should not only be based on an employee’s recent performance or spill-over, personal bias but the employee’s overall performance over the period under review.
Citation: Etalong, Thomas Alama; Chikeleze, Francis Okechukwu; Chukwunyelum, Afam Onyeka (2022) The Obstacles to Using Performance Appraisal and Reward Systems as Tools for Improving Employee Performance, International Journal of Business and Management Review, Vol.10, No.5, pp.86-93
Keywords: Performance Appraisal, Reward system, Spillover, personal bias, recent effects