Review of Performance Management Implementation

By Ts. Ling, Thomas Kiong, MIEAust., PMP, MMIM.

The first step of adequately developed performance management processes is communicating business objectives. Emphasised the need to share the business goals with their staff members to prevent the double-bind situation. Studies by Kutz (2017) revealed tremendous negative impacts from such situations ranging from impeding work to psychologically detrimental consequences. As such, effective methods of communication need to be formulated. It assists the departmental head in developing their own goals to achieve the big picture set by top management. Similarly, it also applies to each employee within the organisation. This allows the entire team works towards the same common goals.

The importance of a proper plan need not be said, as even a strong vision cannot be accomplished without adequate planning. Failure to plan is planning to fail. Part of the performance planning process is to prepare a development plan for the employees. Knowledge management can be challenging and unfriendly, especially among working adults (Al-Raqadi et al., 2017). Without cooperation from the employee, the cost and time investment is futile with low investment return. Top management support is especially vital in educating employees on the importance of improving their knowledge base and skills competencies to harness better work (García-Sánchez et al., 2017; Hadji et al., 2022).