PERFORMANCE APPRAISAL-A TOOL FOR INCREASING PRODUCTIVITY IN MOBILE TELEPHONE NETWORKS

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PERFORMANCE APPRAISAL-A TOOL FOR INCREASING PRODUCTIVITY IN MOBILE TELEPHONE NETWORKS

CHAPTER ONE

INTRODUCTION

MTN Group Limited, formerly M-Cell, is a South African multinational mobile telecommunications company, operating in many African, European and Asian countries. Its head office is in Johannesburg. As of 30 June 2016, MTN recorded 232.6 million subscribers, making it the eighth largest mobile network operator in the world, and the largest in Africa.[4] Active in over 20 countries, one-third of company revenue come from Nigeria, where it holds about 35% market share.

MTN Group is the primary sponsor of the South Africa national rugby union team and sponsors English football club Manchester United F.C.

The company was founded in 1994 as M-Cell with assistance from the South African government.[6] In 1995, it replaced its then-CEO, John Beck, with Robert (Bob) Chaphe.[7] In 2001, the company reported that its controlling shareholder was Johnnic Holdings, and the chairperson was Irene Charnley.[8] In 2002, Phuthuma Nhleko became the CEO,[9] replacing then-CEO Paul Edwards, who had invested in expansion to Nigeria.

MTN’s competitors in South Africa include Vodacom, Cell C and Telkom Mobile.

In May 2008, Bharti Airtel, an India-based telecommunications company, explored the possibility of buying MTN Group. Reliance Communications was also in talks with MTN for a “potential combination of their businesses”. In July, the two companies ended discussions regarding the merger.

In June 2008, MTN Group agreed to purchase Verizon Business South Africa, which was a provider of data services to customers in South Africa and four other African countries. The acquisition was completed on 28 February 2009.

On 26 June 2009, MTN Group’s subsidiary merged with Belgacom International Carrier Services (BICS), a subsidiary of Belgacom. The combined subsidiary functioned as the international gateway for carrier services of MTN

In October 2012, MTN announced a partnership with Afrihost to provide DSL Broadband services in Africa.

In November 2012, South African holding company Shanduka Group acquired a minority stake in MTN Group’s Nigeria business for $335 million.

Most Admired African Brand

In 2014, MTN was the only African brand named in the 2014 BrandZ Top 100 Most Valuable Global Brand ranking, the only South African company on the World Champions list and the Most Admired and Most Valuable Brand in Africa. It was also on the 2014 Brand Africa 100 ranking of the most admired and most valuable brands in Sub-Saharan Africa.[citation needed]

On 22 October 2015, MTN was named the Most Admired and the Most Valuable African brand, valued at US$4,672m, its second award in two years. Brand Africa announced at the 4th Annual Brand Africa 100: Africa’s Best Brands gala event in Johannesburg, that MTN is the overall best brand on the continent and reclaims the No. 1 spot as the Most Admired Brand in Africa.

In March 2016, the company appointed Rob Shuter as Chief Executive Officer.

MTN Ghana IPO

On 29 May 2018, MTN Ghana launched its Initial Public Offering (IPO). The IPO closed on 31 July 2018. A total of up to 4,637,394,533 ordinary shares of MTN Ghana, representing 35% of its equity was offered to qualifying applicants. This was part of the agreement between MTN Ghana and Ghana’s National Communications Authority (NCA) in November, 2015 for MTN Ghana to deploy 4G LTE mobile services to its customers in Ghana.[23] Among other methods of payments, MTN mobile money was included as a payment option for the MTN share offer subscription. This was the first time mobile money had been used as a payment method in an IPO.

1.1 BACKGROUND OF THE STUDY

Organisations uses performance appraisal their strength and weaknesses and to improve in their operations.

Performance appraisal is defined as the formal assessment and rating of individual workers by the supervisors and the manager.

In any organisation, manpower remains the most prominent and the most valuable assets among other factors of production. It is this reason performance appraisal is given recognition as a tool to improve organisational activities.

STATEMENT OF THE PROBLEM

Performance appraisal which is one of the tool used by Mobile Telecommunication Network(MTN)have some draw back which if not properly handled could destroy an organisation

Worker who are not rewarded by the management tends to

team up which can lead to unionism

Rater biases: Some employee are appraised based on sentiment, cultural differences, sex etc
Insufficient knowledge of the appraise: superior are required to conduct the appraisal because of their hierarchical position.
Error of central tendency: This is talking about placing every employee on average performance rather than appraising them on their contribution or performances.
Error of personal prejudice: This is talking about appraising employee using the past problem the worker might have with he supervisor to judge the present performance of the person (Grudge).
1. RESEARCH QUESTION

What is the impact of performance appraisal in the life of employee.
What are employee strength and weaknesses of MTN
What are the training and developmental needs of MTN.
What are the viable information for succession planning.
What is the bases for rewarding employee in relations to their contribution to the organisation.
What is the impetus for the employee input

1.4 RESEARCH HYPOTHESIS

Below are the hypothesis:

Ho: Performance appraisal do not provide formal management procedure used in the evaluation of work performance in the organisation.

Hi: Performance appraisal provide formal management procedure used in the evaluation of work performance in the organisation.

OBJECTIVES OF THE STUDY

The objective of the study include:

To examined the impact of performance appraisal in the life of employee.
To identify employee strength and weaknesses
To identify training and developmental needs.
To provide viable information for succession planning.
To provide a bases for rewarding employee in relations to their contribution to the organisation.
To use as an impetus for the employee input
- SCOPE OF THE STUDY

This study is concerned about assessing performance appraisal in Mobile Telecommunication Network in Kaduna state.

The researcher has related the study only to the areas that are related to the topic such areas are: performance appraisal, Techniques for performance appraisal etc.

LIMITATION OF THE RESEARCH

The short comings of questionnaire are as follows:

Attitude of the respondents; the inapproachable attitude of some senior employees of the organisation to the researcher may be a problem to the toughness of the research.

Limited finance has also contributed the researchers’ inability to purchase most of the materials needed for the project

Time: Due the time constraints, this study is based on company which was not a true representation of the whole organisations.

The study is also limited to the assessment of performance appraisal in organisation.

DEFINITION OF TERMS

i. Appraisal: To make a judgment of the value, performance or nature of something

ii. Techniques: This is the particular way of doing something

iii. Organisation: An enterprises established by a person or group of individuals, government in order to provide goods and services for the satisfaction of human needs

iv. Performance Appraisal: It is the way or particular way that organisation used in appraising their workers inform of saying thank you.

v. Management: A systematic process of planning, organizing, directing, coordinating and controlling of others to achieve organisational goal and objectives.

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