Having discussed a series of enlightening topics highlighting key HR functions,
the state of HR in Africa, significance of HR software, and many others, it’s time
to look at another interesting content which helps in ensuring that employees’
hard work and talent is not overlooked.
As an employee who puts in a lot of effort to achieve corporate goals, getting
the deserved recognition tends to empower you to do more. This is also true
for organisations committed to the growth of employees – they not only seek
out hardworking talents but also reward achieving talents.
How can organisations assess employees’ work and commitment? This is
where performance management comes in.
Performance management has been defined as a process which involves
leaders in organisations, such as managers, to assess and evaluate the work of
the employees they are responsible for overseeing. Performance management
is said to act as an alternative to the standard employee appraisal system; as
this allows for a more comprehensive and in-depth evaluation of employees
performance.
Performance management is not a one-off activity; it continues as long as
there is a demand for employees and a need to achieve organisational goals,
as well as reward for hard-work.
As important as performance management is to private sectors, it is also a tool
used to evaluate workers in the public service.
In Nigeria, the Federal Roads Maintenance Agency recently gained recognition
for implementing the Performance Management System within Nigeria’s public
service.
Recognising the importance of having a system in place that accurately
evaluates workers’ commitment and dedication to their jobs, the performance
management system was identified as a critical tool in government reforms,
which play a balanced role in planning, management, and budgeting to foster
accountability.
Effective Performance Management
Effective performance management ensures a systematic process that helps
organisations to achieve their organisational goals by allowing employees to
perform the way they ought to.
This process creates an enabling environment that ensures HR employs
employees that are in sync with their roles, willing to receive constructive
feedback, and have the support they need to achieve their goals and business
objectives.
Since effectiveness is achieved with consistency, to ensure effective
performance management, there must be an acknowledgement of a
continuous effort in which managers regularly communicate with employees
for assessment and job review regarding company’s expectations,
performance and development strategies.
All of this boils down to empowering employees or workers to give their best,
align their efforts with the designed strategic objectives, which in turn, creates
a thriving and fulfilling environment for all.
Achieving Results
Performance management is that tool that is needed for organisational leaders
to set goals that are realistic and achievable with efficiency and effectiveness.
By developing realistic goals, the strategies to achieve them and increase
productivity readily follows. This also allows for employees to have and set
practical goals for themselves.
Having an organisation where the line of communication and dialogue is
distorted is a blocker to achieving goals, hence a performance management
system that works will encourage effective communication between
organisational leaders and those they supervise on the job.
