The paper "Analysis of Performance Management at the University of Ghana " is an outstanding example of a management assignment. Performance management describes various activities that ensure that the goals that an organization or a business has set are met in a consistent manner maintains the efficiency of the organization and sustains its production. The focus of performance management can be on the entire organization, on the employees, on a department within the organization, or the different processes that are carried out within the organization at particular times (Martinez 2001, p.
3-9). The purpose of this paper is to review and evaluate a case study on the performance management at the University of Ghana including identifying one component in the performance management process at the University Balme library that has not been implemented effectively and describing how the poor implementation of the component has a negative impact on the flow of performance management as a whole and finally discussing recommendations that will improve the implementation of the component. These discussions will be supported by material from scholarly articles with an emphasis on peer-reviewed journal articles, chapters from books that have been edited, and books that are specific to the topic of human resource management. Performance management is most commonly applied in organizations in areas where people interact.
This means that performance management is mostly applicable to businesses and organizations whose employees interact with their customers in their daily activities. Thus performance management is meant to act as an integrated and strategic approach that will lead to an increase in the effectiveness of various organizations by improving the performance of their personnel. Any organization that wishes to perform appropriately and effectively is after reconciling organizational goals and those of its employees so that their productivity remains at a high level.
Performance management can be implemented or applied within a single department in an organization (Hill 2007, pp. 113-125). An effective performance management system needs to have clear goals set so that the people who are responsible for its direct implementation know what is expected of them and thus they will take action that is in response to the actual performances that precede the outcomes for users and the general public that are better than they would normally be expected to be.
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