The Importance Of Performance Evaluation In Human Resource Management

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According to Thomas and Bretz (1994), performance evaluation remains a vexing challenge for human resource management that researchers have not adequately addressed. If an organisation is to maintain or improve its performance it must improve the performance of the individual within the organisation. All the objectives of this research study have been accomplished and this part of the study will discuss some of the recommendations to improve the present state of affairs at the Leoville L’Homme library for a good implementation of PMS in the organisation. From the previous chapter, appropriate recommendations have been made in order to meet the objectives set in chapter 1. Prior to introducing and sustaining a PMS, management needs to tackle…show more content…
Through the research, it was noted that the library employees are not provided with appropriate training and development programmes. Appropriate training has an important part to play in enhancing individuals' preparedness and abilities to change (Hansson et al., 2003). Therefore, the local authority should invest more on continuous training and development programmes, be it on-the-job, off-the-job and/or distance learning to be acquainted with the present and future requirements of the labour market. Coaching for performance is vital here. Torrington and Hall (1998) claim that training in the implementation and use of a PMS has to be…show more content…
Training should bolster efforts at communication by helping individuals to develop their contextual understanding in order to convey what is going on, and why. Courses that explain the concept of the new system and how to adopt the new system to the work will be needed. Furthermore, training should be employed to enhance the new skills required of people to adopt the new system. If the interval between training and practice is too long, people tended to forget what they had learnt. Additional training may therefore be required (see Hansson et al., 2003). 6.1.7 Preparing people for accepting change Employee commitment to change programmes is crucial given that they actually execute implementation activities (Hansson et al., 2003). Low employee commitment could therefore obstruct acceptance of an implementation process (Saad and Siha, 2000). A range of intangible and therefore difficult to measure factors such as understanding, ownership and involvement, are also important in obtaining commitment (Ghobadian and Gallear, 2001; Hardwick and Winsor, 2002). A working committee involving management and the individuals should be set up with the task of planning, implementing and monitoring the desired changes. Here also a smooth and effective communication channel is fundamental. There are also other consultancy firms that may undertake this project and make the people of the library

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