BACKGROUND OF THE STUDY
One of the universals of organizations is objectives or goals. Every organization is characterized with the following features: people and structure and all this are geared towards the attainment of its stated goals. Chis Argyris defines an organization as “Intricate human strategies designed to achieve certain objectivesâ€Â also, Blake and Mouton identified seven (7) characteristics of an organization. These are purpose, structure, financial resources, know-how, human interaction organizational culture and result.

However, the wheel of the organization is therefore steered towards achieving certain goals that is every worker is involved and mobilized in the process of goals attainment. ‘Human resources’ this constitute the ultimate dignity of an organization, after all, it is the interactions of people with natural resources that institute the development process, the people according to Gant “are the human resources for the supply of physical labour, technical and professional skills, which are germane to effective and efficient planning and implementation of developmental policies, programme, projects and daily activities.

The various definitions however, concur on one basic thing, and that is, the need for human resources and its development for the development of personnel in any enterprises, whether public or private, is one of the essential functions of the human resources manager. This is because, of all resources available to the organization the human resources are perhaps, the most vital in its usage, so that without them, all the other form of innovation such as technological innovation computers would just lie there unattended to, due to the unavailability of skills man power to manipulate them. This required managerial functions such as planning, organizing, staffing, directing, coordinating, reporting or reviewing, and budgeting (POSDCORB).

In large and complex organization, the managerial functions become very cumbersome and difficult. This is so because; the manager finds it almost impossible to have direct contact with every individual worker let alone knowing what the worker does. To achieve this fact, the manager, who performs the functions of planning, organizing, controlling, directing, etc, as identified by Knootz and O. dinnel, must make use of tools that would aid him in sanitizing and appraising the human resources in that organization, that tool has been identified as “Performance Appraisalâ€Â.

Performance Appraisal, According to Ngu (1994) “is usually referred to as integrated approach to management for more productivity or efficiency in organizationâ€Â. Through this technique, activities of individual, unit, section, division, department or a workers are monitored, measured and possibly with the aim of according reward or some form of motivation. This very tool of management is a form of communication, that is, it transfers information, ideas and values from one person to another; employer and vice-versa.
This information system (Performance Appraisal) aids management to see the loop-holes or gaps in the employees performance and this give them the enlightenment on how to introduces training of this man power to aid the development process. Therefore the training and development of these categories of people should be undertaken on a continuous basis in order to provide new skills in the dynamic sector.

STATEMENT OF THE PROBLEM

Staff training and development is very necessary to any organization be it private or public, such training has benefited most organization in achieving their goal, which is the aim of the study. More so, it is suppose to make the Agency more efficient especially on how to motivate their personnel to increase their performance.

Though the Agency is among the oldest steel exploration industry in the steel sector, most of their customers observed that their mode of operation is slow. For example to drill a borehole it takes the Agency more time frame compare to their counterpart in the drilling industry. performance appraisal  It was observed also that most of their workers are not really expose to new technique or modern operating system that will enhance efficient and effective modern training of staff to give new technological development. performance appraisal The Agency does not really have the flare of employing young and capable staff with sound knowledge that could help it to improve its operation.performance appraisal

Dickerman (1974) noted that to improved personal performance, the individual himself had to be motivated.performance appraisal  He must see that the caring management attitudes are there, that he can contribute his experiences, that the environment suits him and that the results encourage, but involvement through the devolution of responsibility is the major force. performance appraisal Training must be based on the specific needs of both the organization and in individual.performance appraisal

This situation made it pertinent to raise the following statement of problems:

There were no measures put in place to evaluate trained staff
Inefficient control mechanism, policies and procedure of Performance Appraisal
There are no any strong effects of training and development on staff of NSRMEA’s performance?
There are no strong measures to identify deficiencies and practice within the organization which adversely affect the personal performance of individual or the successful operation of departments.performance appraisal
No room for individual to develop and implement their own solutions to problems and deal with constrains which restrict their personal contribution.performance appraisal
Despite this inherent problems, the NSRMEA has done its best to see that training and development remains a vital policy and also takes its course because the important of training and development cannot be over emphasize as to motivate staff to perform effectively to achieve the organizational goals and objectives. performance appraisal  But the management finds it almost impossible to have direct contact with every individual worker let alone knowing what the worker does. performance appraisal To achieve this fact, the management, who performs the functions of planning, organizing, controlling, directing, etc, as identified by Knootz and O. dinnel, must make use of tools that would aid him in sanitizing and appraising the human resources in that organization, that tool has been identified as Performance Appraisal

OBJECTIVES OF THE STUDY

This study aims at analyzing the impact of performance appraisal as a tool for higher efficiency and productivity in National Steel Raw Materials Exploration Agency, Kaduna and. The research work would therefore be geared towards the achievement of the following:

How performance appraisal affects the attainment of organizational goal.
Making NSRMEA, Kaduna sees the urgency and need for performance appraisal in the development of their human resources.performance appraisal
The Various obstacle hindering the effective and efficient application of performance appraisal in NSRMEA, Kaduna
Also, to examine the reaction of the staff towards performance appraisal.
Finally making suggestion on how to improve the performance of the staff of NSRMEA, Kaduna.
STATEMENT OF HYPOTHESIS
The hypothesis which this study seeks to test is as follows:
Ho Performance appraisal does not enhance the attainment of higher efficiency and productivity in NSRMEA, Kaduna. performance appraisal
Hi Performance appraisal enhances the attainment of higher efficiency and productivity in NSRMEA, Kaduna.

SIGNIFICANCE OF THE STUDY

This study will be of benefit to National Steel Council, Kaduna.performance appraisal  That the urgency and need for performance appraisal will be appreciated in the area of development of their human resources.performance appraisal  And also, just as communication is bedrock in the achievement of organizational goals, the study will served as another major tool (a guide) in aiding management in its functions of planning, organizing, staffing, directing, coordinating, reporting or reviewing, and budgeting (POSDCORB) in order to achieve the organizational goals.performance appraisal

More so, the study will be of benefit to the staff of NSRMEA, Kaduna as a motivational factor. Because the staff will be rest assured that they can only be promoted, placed, paid, commended etc. in accordance with their work done, target achieved, due process etc.performance appraisal.