Managing employee performance is an essential function or role in any organization. Performance management as defined by Armstrong (2009:618) “is a systematic process for improving organizational performance by developing the performance of individuals and teams” An organized way of enriching the results of an organization by impacting the output of each individual and team.
It improves an individual or team output, thereby achieving improved outcome. This cannot be achieved if planned goals, objectives are not initially outlined, discussed and agreed on.
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Forecasting includes what an employee hopes for in order to avoid being sidelined by the inclusion of decisive assessment which is not part of the design.
Employees should be given ways to develop in their field by providing chances to work on higher tasks, combining less-skilled employees with professional employees, and giving team model where employees can test and agree on decisions. Happy customers equal happy staff, therefore for employees to remain dynamic and useful, larger dependability and prospects are exigent.
In MTN Nigeria, performance management of employee is managed by the line managers with the support of the HR business partners for each division. The lack of skills or competencies required to carry out such tasks by managers, are thus biased in the performance assessment and management, not dedicated to the process and these always affect the overall objective of this process.
The performance circle is always an uninterrupted cycle that includes
- Performance and development agreement.
- Performance review and assessment
- Managing performance throughout the cycle.
Performance management involves planning task to be done and setting the prospects expected from it. Frequent monitoring, improving the ability to perform and rewarding improved and good performance.