Research Paper On Performance Management

Stredwick [2] demonstrated the importance of employees’ performance management as: “To all intents and purposes, an organization is judged by its performance.Organizations can perform well or poorly due to external forces however, the majority of economists and commentators agree that the biggest influence on organizational performance is the quality of the labor force at all levels of the business.Teams of highly skilled, trained and motivated employees will nearly always overcome most of the difficulties created by external forces while a poorly motivated, untrained and unskilled labor force will nearly always fail to take advantage of favorable external opportunities.

Stredwick [2] demonstrated the importance of employees’ performance management as: “To all intents and purposes, an organization is judged by its performance.Organizations can perform well or poorly due to external forces however, the majority of economists and commentators agree that the biggest influence on organizational performance is the quality of the labor force at all levels of the business.Teams of highly skilled, trained and motivated employees will nearly always overcome most of the difficulties created by external forces while a poorly motivated, untrained and unskilled labor force will nearly always fail to take advantage of favorable external opportunities.

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The study employed descriptive research method of study with stratified random sampling technique to select respondents and collected empirical evidences using questionnaire and interview.

The study used both primary and secondary data for the study.

The analysis was done by the help of SPSS and presented using descriptive statistics techniques.

The research has confirmed that CBE has good qualities in practicing clearly by defining the mission, vision and values and developing strategy map.

Performance management is a total company system, built into all HR activities concerned with looking to the future, to improvements, challenges and opportunities.

Performance management is a continuous process, integrated totally with the way the organization is run [2].

Putting in place an effective employee performance management process and system takes more than procedure and documentation.

It takes strong commitment from all stakeholders more importantly employees who are major participants in the process and also practice the procedure and documents in action.

People as human assets are the “glue” that holds all the other assets, such as financial and physical ones, together and guides their use to better achieve results.

Many organizations have identified that having their human resources as core competencies differentiates them from their competitors and is a key determinant of competitive advantages [5].