IMPACT OF EMPLOYEE MANAGEMENT IN ACHIEVING ORGANIZATIONAL GOAL
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IMPACT OF EMPLOYEE MANAGEMENT IN ACHIEVING ORGANIZATIONAL GOAL
Abstract
This study examines the role of personnel management in accomplishing organisational goals. The study’s overall population consists of 200 Unilever plc employees in Lagos state. The researcher employed questionnaires to collect data.
Descriptive A survey research design was used for this investigation. The survey used 133 respondents, including human resource managers, supervisors, production managers, and stock controllers. The acquired data were displayed in tables and analysed with simple percentages and frequencies.
Chapter one
INTRODUCTION
Background of the study.
Employee Performance Management is a comprehensive process that is based on worker performance and the achievement of organisational goals at every level.
The underlying principle of the performance management system is to achieve alignment between organisational objectives and people’ skills and competencies, while also emphasising system development and improvement.
People frequently confuse performance management with performance appraisal; in reality, performance appraisal evaluates previous performance, whereas performance management is an ongoing process that measures goal achievement.
While conducting study at an Australian institute, Alan Nankervis (2004) discovered that very few organisations disclose their organisational objectives with their personnel. Most organisations use performance appraisals rather than performance management,
which focuses on comparing the performance standards established by the organisation to the actual performance of the employees while no one compares the performance to the organisational objectives.
Performance management is the real topic when we operate in the organisation for quality control. In a quality-based organisation, the performance objective is based on achieving or fulfilling goals rather than predefined norms.
Employees are critical to every organization’s survival. In line with this, an employee is regarded as an important or valuable asset to an organisation, and is a critical or prerequisite factor in ensuring that the organisation or factory operates as intended.
Employees become the organization’s heart and pulse, and they play a critical role in determining the requirements and expectations of customers. This is consistent with the aim of performance appraisal in the modern approach, which focuses on employees with full potential that may be explored and developed.
Employees can help to maintain the organization’s service or product quality. This is related to individuals’ tasks and responsibilities to perform to the best of their abilities at work. As performance appraisals become more positive, employees’ progress improves. Employees can collaborate with the organisation to achieve its vision and goal on a win-win basis.
In this setting, performance appraisals can be an effective tool for helping employees plan a better career path. The term performance appraisal is also known as performance review, employee appraisal, performance evaluation, employee rating, merit evaluation, or personnel rating.
Performance assessment is a method of monitoring, evaluating, and influencing employees’ qualities, behaviour, and performance in relation to a predetermined standard or aim. Employee performance can be measured utilising software systems in today’s information technology age.
This will allow information regarding employee performance to be quickly analysed and saved to a database for later retrieval. Employee performance management can be defined as the methodical description of individual job-relevant strengths and shortcomings in order to make an informed judgement about the individual.
Another definition of performance appraisal is the practice of evaluating employees’ behaviour in the workplace, or the process of providing feedback on employees’ performance. It is a very difficult process, and many factors can influence it.
As a result, the process of evaluating employee behaviour should be viewed as reciprocal or from a matrix perspective, rather than as a clear process.
Statement of the Problem
Performance management is vital for an organisation because it ensures that people work hard to assist the organisation achieve its mission and objectives. Performance management establishes standards for employee performance and inspires individuals to work hard in the manner required by the organisation.
Furthermore, performance management systems provide organisations with a thorough and professional management procedure for assessing organisational and employee performance results. Employee performance can be expected, evaluated, and encouraged.
Macky and Johnson (2000) emphasised that the importance of a performance management system is to consistently increase organisational performance, which is accomplished through improved individual employee performance.
As a result, enhancing employee performance through the use of a performance management system is an effective strategy to increase organisational performance.
OBJECTIVE OF THE STUDY
The study’s aims are:
To determine the relationship between personnel management and accomplishing organisational goals.
To determine whether the performance management system influences employee performance.
To assess the efficacy of staff management in the organisation.
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