THE PROBLEM AND PROSPECTS OF EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM IN THE PUBLIC SECTOR HOW DOES ICT INTERVENE A CASE STUDY OF FEDERAL INLAND REVENUE SERVICE SOKOTO STATE
CHAPTER ONE:
INTRODUCTION
- Background to the Study
Performance management system is a continuous process of improving individuals, team and organizational performance. Performance management has to be the core of all organizations since it gives strategic direction and how resources are going to be distributed towards the achievement of set goals and objectives. Employee performance management system has been popular within human resource management study, involves managing employee efforts, based on measured performance outcomes. Armstrong (2004) defined performance management as a means of getting better results from the whole organization by understanding and managing within an agreed framework, performance of planned goals, standards and competence requirements. Bacal (1999) defines performance management as an ongoing communication process, undertaken in partnership, between an employee and his or her immediate supervisor that involves establishing clear expectations and understanding about: the
essential job functions an employee is expected to do; how the employee’s
job contributes to the goals of the organization. The emphasis of performance management systems is on continuously improving organizational performance, and this is achieved through improved individual employee performance (Macky & Johnson, 2000).
The aim of performance management system is to improve service delivery through effective and efficient application of resources. Thus, performance management should be an important step in the organization’s human resource management system and influences employee performance and then organizational performance. Performance management as a process for ensuring employees focus on their work in ways that contribute to achieving the organization’s mission is indispensable for a business organization. Moreover, it is important for employees and managers to understand that performance management and performance management systems are the key determinants of an organization’s long-term success or failure. Also, understanding how human resources management practices influence employee performance could help organizations setting up a better management system, and finally improve employee performance and
organizational performance. . In this perspective, employee performance is
tightly related to organizational performance, effective and efficient employee performance will positively influence organizational performance. According to the resource-based view, employees are the resources and assets of an organization. Consequently, organizations need to figure out strategies for identifying, encouraging, measuring, evaluating, improving and rewarding employees’ performance at work. This means that, performance management and appraisal systems have come to play an indispensable role in helping organizations to reach their goals of productivity (Stevers & Joyce, 2000).
THE PROBLEM AND PROSPECTS OF EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM IN THE PUBLIC SECTOR HOW DOES ICT INTERVENE A CASE STUDY OF FEDERAL INLAND REVENUE SERVICE SOKOTO STATE