TITLE:
Can a Good Performance Management Technique Improve Public Health Outcome? A Rapid Assessment of Public Health Organization in Nigeria
AUTHORS:
David Akpan
KEYWORDS:
Employee’s Productivity, Human Resource Management, Modern Performance Management Practice, Organizational Learning and Performance, Performance Discussion and Appraisal, Performance Management, Performance Management Self-Assessment Tool, Performance Management System, Public Health Outcomes, Traditional Performance Management Practice
JOURNAL NAME:
Journal of Human Resource and Sustainability Studies,
Vol.7 No.2,
April
2,
2019
ABSTRACT: Performance management practice dates back as one of the critical parts of the human resource management process of any organization which is expected to help the organization make policy level decisions, and program direction and improve to organizational learning. A few organizations have made an attempt to institute a performance management system to assist with assessing work productivity, with findings not used to compare with agreed goal of the organization. Relatively, if the focus of the organization is to deliver public health outcomes, how is performance management a significant step to help the organization shapes its workforce productivity towards achieving on its public health outcomes? What system is in place to enable the performance management process to have a direct impact on public health outcome? This work intends to determine the capacity of public health organizations performance management system in driving work productivity leading to achievement of established public health outcome. A quantitative assessment was conducted using a Performance Management Self-Assessment Tool (PMSAT) developed by Turning Point Performance Management National Excellence Collaborative in 2004 and data collected were analyzed using a statistical tool. The results of the findings revealed a high-level commitment from the leadership, alignment of performance priority areas to the Agency’s mission and the ability of the performance system to measure key areas like health status of personnel, human resource development, financial systems and management practices. However, the current system lacks the capacity to develop its Information and Data System to provide timely reports on performance outcome as well as providing feedback for program and management decision and relationship with clients and stakeholders. In conclusion, it is important to mention that performance management is more than just a process for rewarding employee’s productivity but a tool that helps organizations measure their overall performance based on its employee’s efforts.