In their model, a Manager was given enough powers and access to resources but then was accountable for the results Macris et al, Therefore, this project looked at how IT supported performance management systems could help improve efficiency and productivity in public service through implementation of a software prototype.
Detailed functionalities provided by this system was Essay on performance management systems discussed in the following sub-sections. They include individual factors, non-work factors, work performance and work environment factors.
In their opinion everyone wins if public service employees are directed and supported so that they can work as effectively and efficiently as possible in line with the needs of their customers - the general public. Both secondary and primary data was used to evaluate performance management systems and also investigate available performance measurement systems used in public institutions.
Managers must ensure that the process is constantly reassessed to reap the benefits of a well establish performance management system. Public institutions, being faced with many operational challenges required a complete systems overhaul to improve operations which if a cost effective IT supported performance management system was implemented could accelerate change management.
This had clear set out goals and objectives, the common techniques used as proposed by Kaplan and Norton was the balanced scorecard with the advantage of looking at several aspects of business such as financials, internal business processes and customer service and business learning and growth.
It reinforces positive contributions and shows their importance to the organisation. Bannock Consultancy suggests that performance management is simply an ongoing communication process between people who work together. The major contributing factors to poor economic performance could be alluded to underperformance and poor work culture exhibited in public service.
If all work together with clear lines of communication it can only lead to better quality public services. Performance management systems are designed to improve both individual and organisational performance by identifying what skills are needed to perform a role, providing regular feedback and assisting the employees in their career development.
This was in contrast with old financial-oriented business measurement methods and techniques which were more focused on meeting shareholder needs. In terms of what method I believe to be most effective, I believe that there are some core principles that must be followed.
These include, for example: If realistic efficiency and productivity was to be achieved, adoption of IT propelled performance management systems, was the only guaranteed way through which such aspirations could be realized. The major criticism of the article written by David Gliddon is that, it only focuses upon the employee evaluation as well as the effectiveness of performance management.
The way public institutions operated in Zambia reviewed that: Brignall reported that as results of such developments, advanced countries like the United Kingdom and Scandinavia came under pressure to become effective and efficient in its business operations whilst placing more emphasis on maintaining the quality of services provided to the public, and ultimately reduced dependence on tax payers.
For public institutions, it was important that their work output was quantified through use of a technique that allowed each employee to be given a target. It is important to spend time to time to try and understand why a staff member may have poor performance.Performance management is designed to enhance this personal responsibility.
It implies that you are not responsible for the work of others that is important to the organization. It focusing on individual responsibility reduces an employee’s responsibility to the organization and.
Performance Management Systems It is believed that in any organization, the success of the Performance Management System depends on the ways in which the performance has been linked with the various values and the missions and the vision, and. An effective performance management system has several characteristics that define it.
This includes having clear organizational goals. The goals should be specific, achievable, measurable, time-bound and. 1. What is the main goal of a Performance Management System? Performance management systems are designed to improve both individual and organisational performance by identifying what skills are needed to perform a role, providing regular feedback and assisting the employees in their career development.
The literature reviewed suggested that, much as the concept of performance management systems had been in existence for a long period of time, as early as s, it was only in the early s that organizations begun to reap the benefits of implementing such systems.
Performance Management System Essay Words | 4 Pages. depends largely on the extent to which the organization’s performance management system (PM) is capable of developing the knowledge, skills, and abilities of its people (Allan, ).Download