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.
