The Importance Of Police Performance Management

742 Words 3 Pages
According to the college of policing practical guide to police performance management, Performance management is about people – people who understand the business and are prepared to innovate to improve it; analysts influencing the decisions of leaders who in turn set out clear objectives for those they lead to ensure high productivity; and staff with the skills and knowledge to deliver what they are asked to do (College of Policing, 2008).
The purpose of this essay is to examine the statement; The approach to performance management consistently fails to take account of the most important resource in delivering performance – people. The essay will do this by providing an awareness on how new public management was developed, moving then on
…show more content…
(MSG,n.d). Hood 1989 and Pollitt 1993 argued the term was used when new or renewed stress on the importance of management and ‘production engineering’ in public service delivery, often linked to doctrines of economic rationalism. New public management unlike previous reforms, such as the New public administration movement stressed the difference management could and should make to the quality and efficiency of public services. (Hood, 2001). In his seminal paper ‘A public management for all seasons?’ Hood (1991:3) lists seven overlapping guidelines which appear in most discussion of NPM. The two that are of most importance to this essay are; ‘Hands-on professional management’ in the public sector and explicit standards and measures of …show more content…
It also should include Performance improvement, development and managing behaviour. CIPD state that effective performance management relies on both formal and informal processes. For example, a formal process would be defining and reviewing objectives, linking ways of achieving those to business plans, and setting measures of success. These are often discussed in meetings between the line manager and employees, known as performance appraisals (or reviews), but they form only one part of performance management (CIPD, 2015). This example is only one part of performance management. There are other methods such laying out an organisational culture where individuals or teams take responsibility for improving processes or organisational leaders taking control and outlining what they want and expect from

Related Documents