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This study is about analysing and exploring the impact of performance management on employee performance. In this era of increasing globalisation and competitiveness, the need for all organisations to perform at their highest level is of paramount importance. It also remains that employees are the resources and assets of an organization.
According to Chan and Lynn (1991), the organisational performance norms should include profitability, productivity, marketing effectiveness, customer satisfaction and employee morale. Therefore, effective and efficient organisational performance is closely linked to employee performance. A highly motivated, dedicated, effective and efficient workforce will result in employee performance and this will have a positive impact on the overall organisational performance and success. In this process of work, employees of the organisations are the key role players and this process is known as performance management (Boxal and Purcell, 2008; Grant, 1999).
In order to keep their employees well engaged a modern and highly-organised institution should develop recruitment, training and reward policies. Therefore, the objective of performance management is to advance the ability of employees so that the performance of every employee can be enhanced (Pareek and Rao, 2006:31).
Finally, this topic would be interesting and meaningful for any organisation as the main objective of this study is to define the role of performance management in influencing employee performance levels and confirm the relationship towards organizational performance at the Fair Trading Commission of Seychelles. The outcome is significant and will be used to address the rate of staff turnover, improve on the current system of performance management by making recommendations to the Board of Directors.

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