Managing Day-to-Day Employee Performance

Description

– Managing Day-to-Day Employee Performance –

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Abstract

The focus of this work is to establish the best ways of managing the performance employee. The public sector in Nigeria has suffered setbacks which are largely attributed to ineffective and inefficient management.

Performance management is a tool which focuses on managing the individual and work environment in such a manner that an individual/team can achieve set organisational goals. It is a relatively new concept in human resource management.

The research work investigates the performance of employees a case study of Nigerian Television Authority Enugu.

The project treated the importance, purpose and benefits of performance management, overview of the employee performance, factors affecting employee performance, how to manage performance effectively and reasons for under-performance. The research design employed in this research is the survey research designs.

Questionnaire which was made up of fifteen questions were administered using a sample size of 96 which comprised of both management and non-management staff to explore their perceptions of the performance management processes 82 out of the 96 administered were returned.

Some of the findings of this research work reveal that effective performance management affects the performance of employees and their attitude to work; it also Shows that good motivational scheme inspires employees to put in their best in the organisations; it shows that performance management does not influence the behaviour of employees. 

Introduction

1.1 Background of the Study

Performance management is a new concept in human resource management. In Nigeria the performance of staff of executing agencies or public enterprises is limited to budget monitoring and annual performance evaluation.

However, experts are of the view that there is no link between employee performance and financial data (Pollitt and Bouckaert, 2004). Performance Management has become increasingly important due to a variety of economic and social pressures.

Williams (2002) identifies globalization, increased competition and the increasingly individualistic rather than collective employee relationship as some of the major drivers contributing to the increased visibility of performance management systems (PMS).

Faced with fast moving and competitive environments, companies are constantly searching for unique ways in which to differentiate themselves from their competition and are increasingly looking to their “human resources” to provide this differentiation.

This has led to much interest in the performance of 14 employees, or more importantly, how to get the best out of employees in order to gain competitive advantage.

 Managing employee performance every day is very important in any organization, whether profit or nonprofit oriented, government or private, big or small. Many organizations agree that the principle of performance management is important for success.

Performance management thrives where managers and supervisors take responsibility for influencing results and favour facts over intuition in decision making. Undoubtedly, those who operate in governments

where performance management is the norm and where organization-wide systems are in place to support this norm are in a better position to make data driven decisions than their counterparts operating without such systems and support. 

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