Abstract
Performance management practice dates back as one of the critical parts of the human resource management process of any organization which is expected to help the organization make policy level decisions, and program direction and improve to organizational learning. A few organizations have made an attempt to institute a performance management system to assist with assessing work productivity, with findings not used to compare with agreed goal of the organization. Relatively, if the focus of the organization is to deliver public health outcomes, how is performance management a significant step to help the organization shapes its workforce productivity towards achieving on its public health outcomes? What system is in place to enable the performance management process to have a direct impact on public health outcome? This work intends to determine the capacity of public health organizations performance management system in driving work productivity leading to achievement of established public health outcome. A quantitative assessment was conducted using a Performance Management Self-Assessment Tool (PMSAT) developed by Turning Point Performance Management National Excellence Collaborative in 2004 and data collected were analyzed using a statistical tool. The results of the findings revealed a high-level commitment from the leadership, alignment of performance priority areas to the Agency’s mission and the ability of the performance system to measure key areas like health status of personnel, human resource development, financial systems and management practices. However, the current system lacks the capacity to develop its Information and Data System to provide timely reports on performance outcome as well as providing feedback for program and management decision and relationship with clients and stakeholders. In conclusion, it is important to mention that performance management is more than just a process for rewarding employee’s productivity but a tool that helps organizations measure their overall performance based on its employee’s efforts.
Highlights
Performance management has in several times been reduced to a tool or process of monitoring individuals
If the focus of the organization is to deliver public health outcomes, how is performance management a significant step to help the organization shapes its workforce productivity towards achieving on its public health outcomes? What system is in place to enable the performance management process to have a direct impact on public health outcome? This work intends to determine the capacity of public health organizations performance management system in driving work productivity leading to achievement of established public health outcome
The current performance management system does not commit to developing capacity of its human resource and workforce on performance development around the core competencies
Summary
Performance management has in several times been reduced to a tool or process of monitoring individuals. Reasons for performance appraisal include a measure that provides justifications for professional or career development, accountability, recognition, promotion, compensation, discipline and increase in remuneration [1]. Can this be a narrow thinking of performance management? Performance management should be more of a system that helps organization improves in their mandate to deliver their vision. Reason is that individuals who are part of the organizations were recruited to work towards achieving the organization’s vision and mandate. The outcome of performance appraisal should assist the organization to identify areas of strong and weak performance in relation to its staff, system and processes as provided by the aggregated analysis obtained from individual performance appraisal forms [3]
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