TRAINING DISCIPLINE AND PERFORMANCE EVALUATION IN A BUREAUCRATIC ORGANIZATION A CASE STUDY OF WARRI REFINERY AND PETROCHEMICAL COMPANY (WRPC)

ABSTRACT

The study under Consideration was “Training Discipline and Performance Evaluation in  a  Bureaucratic  Organization”.   In  analyzing  how,  Warri  Refinery  Petroleum Cooperation  was  taken,  as  Case  Study  and  the  objective  was  to  examine  the usefulness  of  training,  discipline  and  performance  evaluation.  In  analyzing  the usefulness of training, discipline and  performance evaluation as a guide to decision made by Warri Refinery Petroleum Cooperation, the descriptive type of study was used. Primary and Secondary data was used. Specifically, data was extracted from the company’s journals and staff, and compared. It was found that the years under focus

1978  to  2008  the  Company  recognized  the  relevance  of training,  hence  it  made provision for the training of all categories of staff over the years. Human Resources are the most valuable  assets of an organization  and if not properly  managed,  the attainment   of  the  organizational   goals  will  be  difficult.   To   enhance  workers performance, they have to be trained on periodic basis to acquire new skills that are crucial to the effective and efficient performance of their duties. For these new skills learnt to be put to use, discipline should be their watchword because laid down rules of the organization must be adhered to, as to be able to achieve conformity of workers behaviour for positive results. Performance evaluation is the mirror that brings out the employee’s strength and weaknesses after assessment or evaluation, done periodically by a superior. It was recommended that the company should plan and organize such training  programmes  on more regular  basis, and the Application  of non-objective factors in the selection of candidates to be trained be discouraged. Also adequate and effective machinery for dealing with cases of misconduct by employees be used. The performance evaluation of employees should be based on merits or objectively done, to enhance efficiency and productivity; favoritism should be totally eradicated from the system, if much is to be achieved by the organization. The interview system of performance evaluation should be adopted in place of the confidential system, which has been unproductive.  This will no  doubt  give employees  the confidence  on the assessment  of  their  performance,  as  they  believed  that  it  is  objectively  done  or evaluated.

CHAPTER ONE INTRODUCTION

1.1      BACKGROUND OF THE STUDY

Training, discipline and performance evaluation are some of the features of personnel management in a typical bureaucratic organization. Ubeku, (1975), sees human resources as the most valuable assets of an organization. If they are not properly managed, the attainment of organizational goals may be difficult. In order to enhance the quality of performance, the workers have to be trained on periodic basis. By so doing, they acquire new skills, ideas and information that are crucial to the effective and efficient performance of their duties. This was probably why Armstrong, (1982) posited that “there is a gap between what a worker can do and what he should be able to do”. Hence he suggested that training should be embarked upon to bridge this gap.

In another development, discipline is one of the pillars on which the success of an organization rests. In other words, discipline is meant to achieve the conformity of the behaviour  of a worker  to the norms of the organization. Therefore, discipline is geared towards the reduction, if not total elimination of phenomena that are harmful to the achievement of organizational goals (Encyclopedia of Professional Management, 1978). The absence of discipline may result in lawlessness, anarchy or even organizational decay.

Performance evaluation is the mirror with which the worker sees himself. His performance has to be assessed or evaluated periodically, so that his strength and weaknesses can be brought to a sharp focus. The worker knows the areas he is doing well and those in which his performance falls short of expectation.

It is only an efficient performance  evaluation  system that will result in the achievement of the desired results of an organization.

This study focuses on training, discipline and performance evaluation, which are  aspects of personnel  management  in a bureaucratic  organization,  Warri Refinery and Petrochemical Company (WRPC), as a case study. It aims at the evaluation of the training programmes of Warri Refinery and Petrochemical Company (WRPC),  as well as the disciplinary  and  performance  evaluation systems. The intention is also to make suggestions on the improvement of these aspects of personnel management in the public sector. Some of the issues that the study will deal with include the adequacy or inadequacy of training in the organization,  the  impact  of  performance  evaluation  on  the  morale  of  the officials and the relationship between discipline and productivity.

1.2      STATEMENT OF PROBLEMS

All organizations, be it political, religious or business have predetermined goals and objectives, which they intend to achieve and these are ends towards which organizations strive to achieve their respective goals and purposes since this is used as a standard or yard-stick for assessing its success of failure.

The major determinant for any organization is the presence of capable men and women with the right skill and knowledge to combine organizational resources of men, money and material to achieve organizational goals and objectives. To this end, training, discipline and performance evaluation cannot be ignored in terms of organization goals and objectives.

Many management practitioners and experts have expressed varying degree of concern  about  failing  workers  productivity,  which  could  be  attribute  to

inadequate training, lack of discipline and non-evaluatory performance of subordinates.

Therefore, this research work is concerned with the problem of efficiency in the Warri Refinery and Petrochemical Company (WRPC). It also attempts to identify  the  factors  responsible  for  this  problem,  through  a  careful  and systematic examination of the personnel management practices, with emphasis on training, discipline and performance evaluation in Warri Refinery and Petrochemical Company (WRPC), with a view to making appropriate suggestions of its solution.

13       OBJECTIVES OF THE STUDY

The objectives of the study are:

1.  To  find  out  the  training,  disciplinary  and  performance  evaluation policies of the company.

1   To  evaluate  the  training  programmes  of  the  Warri  Refinery  and

Petrochemical Company (WRPC).

2     To  examine  the  effects  of  disciplinary  and  performance  evaluation procedures on efficiency in the organization (WRPC).

3     To  make  suggestions  and  recommendations  on  the  improvement  of some aspects of personnel management F practices in Warri Refinery and Petrochemical Company (WRPC).

1.4      RESEARCH QUESTIONS

1.  Is training given adequate attention in Warri refinery and Petrochemical

Company?

2.  Apart  from  the  promotion  related  training,  what  are  the  benefits  of training to individuals in the company at large?

3.  What  are the benefits derived  from induction  course, or any type of training prior to the assumption of position in Warri Refinery and Petrochemical Company (WRPC).

4.  What is the present evaluation system?

5.  What is the impression of the present machinery or method for dealing with   cases   of   misconduct   in   Warri   Refinery   and   Petrochemical Company (WRPC)?

1.5      SCOPE OF THE STUDY

The   areas   to   be   covered   are   the  departments   in   Warri   Refinery  and Petrochemical Company, by attempting to identify factors responsible for inefficiency through careful and systematic examination of personnel management practices, with emphasis on training, discipline and performance evaluation  in  Warri  Refinery and  Petrochemical  Company,  with  a  view  to making appropriate suggestion of it’s solution.

It also deals with the period that the organization WRPC was established to date (2008).

1.6      SIGNIFICANCE OF THE STUDY

A number of Scholars have written on management in general and personnel management  in  particular.  They  have  at  different  times  pointed  out  the centrality of efficient management to the success of an organization. Although many studies have been done on public personnel management in general, the treatment of training, discipline and performance evaluation in Warri Refinery

and Petrochemical  Company (WRPC)  appears to be quite limited. Consequently, this student derives its significance from the attempt to add to the existing literatures on the subject. Furthermore, it makes suggestions on the improvement of personnel management practices in Warri Refinery and Petrochemical Company (WRPC), with emphasis on training, discipline and performance evaluation. It will be of great benefit and importance to the researcher who will become conversant with what training, discipline and performance evaluation entail and the problems involved. It will also assist the management and students in the area of human resources and public administration in general.

1.7      DEFINITION OF TERMS

1.     Training: Training can be defined as the systematic development of the attitude, knowledge, skill and behaviour pattern required by an individual in order to perform adequately a given task or jobs (Robert Stammer,

1975). It is also an organizational effort aimed at helping an employee to acquire basic skills required for the efficient execution of the functions for which he or she was hired (Nwachukwu, C.C.1988).

2.     Performance Evaluation: Can be defined as the periodic assessment or formal evaluation of an employee’s job related activities that is conducted by superior. It identifies the potentials as well as the weaknesses of the employees.

3.     Discipline: This can be defined as converted effort put forward to achieve the  conformity  of  the  behaviour  of  a  worker  to  the  norms  of  the

organization. In other words, discipline is absence of lawlessness, anarchy and disorderliness.

4.     Bureaucracy: Max Weber viewed bureaucracy as the most rational form of  organization  technically  superior  to  all  other  forms.  Its  rationality consist  of  application  of  precise  techniques  of  legal  standards  and financial accounting to work of government, which was achieved organizationally through hierarchy of offices and the detachment of bureaucrats from any personal interest in the results of their decisions, (Weber, 1948:196-244).

5.     Organization: Organization is a collectivity of people, with defined goals and objectives, in an environment, over a period of time, with network of communications,  hierarchy,  rules  and  S procedures  (MacDonald,  C.C,

1981).

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