Performance Management Process of Monitoring and Enhancing

Question: Discuss about thePerformance Managementfor Process of Monitoring and Enhancing. Answer: Introduction The University of Ghana, founded in 1948 is one of the largest universities in Legon, Ghana. The main library of University is the Balme Library and it coordinates numerous libraries situates in different institutes, faculties, departments and schools in the universitys campus. In order to address the growing demand and the diversified customer base of the university, it has implemented a performance management system. However, there are certain issues in the existing performance management system of the organization. In this regard, in this paper, the issues in the existing performance management system are highlighted, discussed and appropriate solutions are provided for them. Performance Management System The performance management is the process of monitoring and enhancing the overall contribution of the employees towards the organization. It is the process of defining, monitoring and reviewing the overall objectives of the employees toward the organization. It is more than just the annual performance review or annual appraisal and encompasses strategies to increase the overall contribution of the employees towards the organization. The performance management activities mainly encompasses setting employee objectives, assessing their progress, proving coaching and feedback to ensure increase in employee performance (Franke, 2004). The performance management process has several components, namely, performance planning, performance communication, Performance monitoring, performance appraisal meetings and performance diagnosis or coaching. In the performance planning, the HR (human Resource) Manager sets objectives and goals for the employees with a specific deadline. In the performance communication, the manager provides feedback and motivates the employees to work harder. It the next stage, appropriate information is collected regarding the performance of the employee and it is subsequently communicated to the employees. At the last stage, coaching is provided to the employees to enhance their job performance (Caldwell, 2002). Issues in the Performance Management System of the University In the present context, it can be evaluated that there are several issues in different stages of the performance management system. The management of the organization has not implemented any systematic job analysis for different job positions in the library. Moreover, the performance review forms contain vague items, there are no mutually agreed performance goals and there are no follow-ups for the performance enhancement of the employees. The biggest issues in the performance management system of the organization are that the performance evaluation form contains vague items such as general behavior which are incapable to examine the overall performance of the employees. The design of the performance management form is incapable to evaluate the exact performance of the employees (Sparrow et al., 2016). It also leads to bias and discrimination among the employees. The immediate managers can discriminate among the employees and show favor to a specific employee. It will create dissatisfaction and discontent among other employees. The employees may consider that they are not evaluated in a proper manner and result in their dissatisfaction. It will also influence the performance of the employees and increase the attrition rate of the organization (Lacy Lacy, 2004). It could be examined that the biggest issue in the performance management system of the University library is in monitoring of the employee performance. Several vague items in the performance review forms result in incompetent evaluation of the employees performance. There are no specifications or criterion for high or low rating in this category. Moreover, same employee performance form or platform is used for all the employees. It can result in inconsistent employee evaluation. Different managers perform the employee evaluation of different employees. Therefore, it is not necessary that the manager who is implementing the performance evaluation of an employee may be in direct contact with him (Lacy Lacy, 2004). Impact of Poor Monitoring on the Performance Management System Poor monitoring of the employees performance can have a negative impact on the objective of the performance management system as a whole. The primary objective of the performance management system is to enhance the performance of the organization as a whole and develop the productivity of the organization. It also focuses on the identification and the development of the internal talent (Varma, Budhwar DeNsi, 2008). When the performance management system is unable to review or monitor the exact performance of the employees, it will be incapable to develop the talent internally which will impact on the long-term growth of the organization. In addition to it, the motivated and the talented employees will get dissatisfied with their performance review and will deteriorate their performance. These employees will also look other avenues and organizations where their performance will get appreciated. It will establish a negative working environment for the employees (Demartini, 2013). Solutions to Improve Monitoring in the Performance Management System In order to improve the monitoring process on the performance management system of the organization, it is important that the management plan the monitoring process with the employees. The foremost step in the effective performance monitoring is to set the performance objectives and goals along with the employees. These objectives should be established after discussion with the employees so that they are realistic, achievable and challenging (Ashdown, 2014). The performance evaluation form should not possess any vague terms or expressions. All the terms in the evaluation criterion should be clear and concise. Moreover, the management should avoid subjective rating and each criterion should be measured statistically. In this regard, likert scale or any other statistical method should be used for the measurement of each criterion. Moreover, it is also important for the organization to develop different job performance review forms for different employees. It is important for the organi zation to define the performance objectives according to the current job duties and job designation of the employees (Demartini, 2013). Conclusion It can be concluded that the performance management system of the organization in an integral part in enhancing the overall productivity of the organization. The University of Ghana has implemented a performance management system in its library to enhance the performance of the employees and overall productivity of the organization. However, there are significant weaknesses in the performance management system. The primary issue of the performance management system is the lack of effective employee performance monitoring. It hinders the overall productivity of the organization. It can be improved by adapting the employee performance review form according to the job designation of the employees. References Ashdown, L. (2014). Performance Management. Kogan Page Publishers. Caldwell, C.M. (2002). Performance Management: EBook Edition. AMACOM Div American Mgmt Assn. Demartini, C. (2013). Performance Management Systems: Design, Diagnosis and Use. Berlin: Springer Science Business Media. Franke, L.R. (2004). HR Networking: Performance Management. CCH Incorporated. Lacy, A.D., Lacy, G. (2004). How to Implement a Board Performance Management System. AICD. Sparrow, P. et al. (2016). Human Resource Management, Innovation and Performance. Springer. Varma, A., Budhwar, P.S., DeNsi, A.S. (2008). Performance Management Systems: A Global Perspective. Taylor Francis.