Managing Performance for Results

Document Type:Essay

Subject Area:Management

Document 1

Various components are included in performance management. Some of these elements include planning of performance, which provides for setting of goals for the employees, communication of ongoing performance, a collection of data and documentation, learning and development of skills, feedback, training, coaching, and assessment among others. These components work in unison to ensure the completion of the performance management process. As such, any miss on one component influences the process. This paper discusses the concept of performance management, using the case of Balme Library in the University of Ghana. Negative impacts of the overlooked job analysis component in the flow of the performance management process The performance management process as aforementioned includes six critical steps which are involved in the evaluation of the delivery of performance at any institution.

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Due to this, poor implementation of one component is bound to affect the entire process in one way or another, (Douette, 2016). Some of the problems on the scaling of performance will include wastage of employees’ expertise and probable underpayment, development of performance standards that are not based on any concrete background, hence making them unrealistic, inadequate planning on human resources and finally, the establishment of job requirements that are unnecessary. Employee’s expertise is essential and should be rewarded accordingly. One of the needs in a job analysis is the identification of the skills needed to perform the specific job. This may cause a break in the scope of training, and the content to be covered, hence burdening employees and eventually resulting in poor output regarding the entire organization.

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These and many other problems cause inadequate management of performance when job analysis is poorly done or completely overlooked. It is therefore evident that it is an essential aspect of the entire process. At Balme Library, there is a necessity to carry out and record the process of job analysis for all the job positions available. This will enable the managers evaluating the employees in grading them on performance and delivery of skill, while also ensuring that the employees are paid what they deserve. This should be done for each time they do it in a day, what they do daily and how many times in a week they perform these duties. Such a process will give a true picture of the job description, giving a proper analysis.

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