Performance Management at the University of Ghana

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Recommended: Critically evaluate the relative importance of performance management

Performance Management at the University of Ghana
It is commendable that the Balme Library is seeking to enhance their diverse customer base through several initiatives, including the improvement of their performance management system. Aguinis (2013) has noted the importance of an organization’s mission and goals being tied to the performance management plan. There are two prerequisites that Aguinis (2013) lists before a performance management system can be implemented: knowledge of the strategic goals of the organization and knowledge of the job. Increasing customer focus through a solid performance management plan will serve the organization well in increasing effectiveness in this regard because this goal will be clearly tied to each positions role within the organization. That being said, the lack of job analysis will hinder any progress in this area. Reasons to prove this statement along with proposed plans for improvement will now be discussed.
Job Analysis
Considering the fact that knowledge of a position is fundamental to the creation of a performance management system in association with an understanding of the strategic direction of the organization, a vital component of the foundation of the performance management system, job analysis, is lacking in Balme Library (Aguinis, 2013). The job analysis provides an organization with an understanding of the knowledge, skills, and abilities (KSA) that are required to adequately perform a specific position (Aguinis, 2013). The job analysis is a systematic exploration of a position, of the skills, resources, abilities, knowledge, and education needed to perform a position (Human Resource Management, n.d.). A job analysis also serves as a basis for the development of a j...

... middle of paper ...

...position hinders the effectiveness of the execution, assessment, appraisal, and renewal of a position (Aguinis, 2013). This failure is costly in that resources in talent are wasted, adequate candidates can be passed over or discouraged from applying, and budgets can be exhausted due to high levels of employee turnover (Baldwin, 2013). Clearly this is an area of the performance management system that warrants serious and immediate attention.

Works Cited

Aguinis, H. (2013). Performance management (3rd ed.). Upper Saddle River, NJ: Pearson.
Baldwin, A. (2013). What happens if an organization doesn’t conduct a job analysis? Retrieved from http://smallbusiness.chron.com/happens-organization-doesnt-conduct-job-analysis-15562.html
Human Resource Management. (n.d.). Job analysis and job description. Retrieved from http://corehr.wordpress.com/hr-planning/job-analysis/

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