The paper "Performance Management of State Government Department in South Australia" is an outstanding example of a management case study. In the current workplace, the importance of performance management and performance improvement has gained a lot of focus. Walker and Greenhall attribute the increased attention in these areas to the fact that businesses are increasingly being put under pressure and are required to not only become efficient and effective but also to be able to deliver on the business strategies in order to become competitive (7). However, because government departments are not driven by the profit motive, many have tended to ignore the value of performance management, which consequently result in poor performances triggered by low employee morale, high turnover and lack of appropriate skills.
Such is the case in the case study that involves a State Government Department in South Australia that is facing serious human resource issues that include low staff morale, high levels of bullying lack of effective induction process, lack of seriousness in implementation of Performance Management Policy and Procedures, lack of investment on training and lack of performance reviews.
All these issues are likely to affect the department negatively in the coming months if not addressed as they are likely to cause a decline in the department’ s performance and even high turnover by staff. This report outlines a plan for the implementation of an effective, integrated “ Best Practice” Performance Management System across the Department to address the HR challenges. Context of HR Challenges in the Department The human resource department plays a critical role in ensuring the success of an organization, be it private or governmental department or institution.
The HR plays a critical role in recruiting, selecting, training, rewarding and motivating the staff (Lin, and Lee 82). Performance management is one of the most critical roles of an HR manager in any department. Performance management is all about managing the employees by aligning the workforce, enhancing employee performance, promoting employee career development and increasing business returns. This implies that performance management is not just about appraising the performance of employees as some people think of the concept. The case study indicates that the State Government Department in Australia is facing serious HR issues that pertain to performance management and this is likely to impact negatively on the performance of the department.
As a government department that is involved in providing services to the public, members of the public expect the department to be efficient and effective in the delivery of services. However, this public expectation cannot be met if the company has employees have low levels of morale and motivation and experience high levels of bullying. According to the case study, the employees in the department experience low levels of morale and are either bullied or harassed at a higher level compared to other government departments.
These incidences have the potential of causing low job satisfaction and prompt a high turnover. Additionally, the case shows that the department lacks an effective induction and that there is ambiguity with regards to performance targets. Other HR challenges highlighted in the case include lack of an effective Performance Management Policy and Procedure, lack of formal review and development plan. To ensure that the department performs well and meets the expectation of its stakeholders, such as the public, the department needs to address these challenges immediately; otherwise, it will not be able to meet its objectives.
This is because the department is likely to end up lacking the talents needed to spur it to success due to high turnover, low morale and lack of skills by the employees that opt to remain to work for the government department.
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