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It is against this backdrop that I will examine the performance management system at my organization (Trinidad and Tobago Ministry of Local Government). I will identify the system’s issues, show why they should be dealt with and indicate how they can be
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They should be informed of the strategic importance of performance appraisals in this training, and top management should create policies to ensure that appraisals are done more frequently. The training can serve as an avenue to educate them about rater errors and how to avoid appraisal politics. Noe et al (1999, pp. 351-354) outline five salient criteria to be used when evaluating performance management systems which I will use as a yardstick to express some of my points. They are strategic congruence, validity, reliability, acceptability and specificity. Strategic Congruence is a measure of the extent to which behaviors consistent with the achievement of strategic objectives are encouraged and rewarded. It is difficult to ensure consistent strategic congruence at the Ministry of Local Government due to the irregularity of performance appraisals. Performance feedback at the end of a three year contract (this has been my experience) is far less effective than it would be if given every quarter. Employee performance should be assessed at least once a year. Interrater reliability can be improved if managers aren’t the only source of performance information. My main duty is primarily IT support. I provide a service to internal customers. The manager is never around to see me at work. Performance information should be partly gained by recording trouble calls and by involving fellow employees in the …show more content…
These issues can fester and engender undesirable consequences for the organization. Regular performance assessment also gives managers a chance to identify training and development needs when necessary before it’s too late and the feedback will inform employees of the behavioral changes they need to make to improve their performance. Performance management is all about ensuring strategic congruence. The ministry can achieve this if the performance management system is modified to educe and reward behaviors consistent with the achievement of its goal of increased service delivery. This alignment can lead to the achievement of the strategic goal and the minister gaining a great competitive advantage over his political
They should be informed of the strategic importance of performance appraisals in this training, and top management should create policies to ensure that appraisals are done more frequently. The training can serve as an avenue to educate them about rater errors and how to avoid appraisal politics. Noe et al (1999, pp. 351-354) outline five salient criteria to be used when evaluating performance management systems which I will use as a yardstick to express some of my points. They are strategic congruence, validity, reliability, acceptability and specificity. Strategic Congruence is a measure of the extent to which behaviors consistent with the achievement of strategic objectives are encouraged and rewarded. It is difficult to ensure consistent strategic congruence at the Ministry of Local Government due to the irregularity of performance appraisals. Performance feedback at the end of a three year contract (this has been my experience) is far less effective than it would be if given every quarter. Employee performance should be assessed at least once a year. Interrater reliability can be improved if managers aren’t the only source of performance information. My main duty is primarily IT support. I provide a service to internal customers. The manager is never around to see me at work. Performance information should be partly gained by recording trouble calls and by involving fellow employees in the …show more content…
These issues can fester and engender undesirable consequences for the organization. Regular performance assessment also gives managers a chance to identify training and development needs when necessary before it’s too late and the feedback will inform employees of the behavioral changes they need to make to improve their performance. Performance management is all about ensuring strategic congruence. The ministry can achieve this if the performance management system is modified to educe and reward behaviors consistent with the achievement of its goal of increased service delivery. This alignment can lead to the achievement of the strategic goal and the minister gaining a great competitive advantage over his political