Highlights the issues of performance management in Educational Institutions. Discusses the impact of performance management system on student achievement and also the performance improvement of the organization as whole.
Performance management systems are based on many management models and have different orientation in terms of what to measure, how to measure, how to encourage and motivate employees, training methods and non-training methods, staff appraisal systems, goal setting processes and the organizational structural and cultural and leadership issues in their paradigms. In the context of Educational Institutions, as service providers and with different sizes and organizational cultures different performance management systems may be applicable to these organizations. However, there are some fundamentals of performance management issues, which are relevant to all educational institutions.
In this paper I will undertake literature review critically to determine whether performance management makes it difficult for the employees to work together. In addition, I will critically evaluate literature review and research on the issue of the feasibility of individual and team performance measures in the context of educational institutions. As well, in this paper I will discuss based on the performance management literature review and research, whether the performance management has contributed in raising student achievement and whether the performance management in educational institutions is providing support or becoming a challenge to the educators.
Literature review on the impact of performance management on employees work together
The employees work together if performance management is implemented in educational institutions, which is dependent on the quality of leadership and performance management system. That is, whether the institution top management and line management has an organizational culture, which supports high-work performance culture. In addition, it must possess qualitative and quantitative measures in financial, operational, customers and employees, which is fair and objective as possible and accepted by all stake holders. As well, it must have a reward system, which recognizes high performance and identify potential for career development and identify training needs of all employees so that they can be trained by appropriate targeted training or by non-training methods such as on the work training and mentoring systems within the organization. It must also have an appraisal system, which is objective and fair and without bias, which is appropriate to its organizational culture. The performance management system must support team work rather than individual performance and must also include manager’s performance to be evaluated on a continuous basis to develop leadership potential if needed as leadership is crucial for the success of enhancing quality outcomes for the organization.
That is the performance management must be based on the modern performance management theories such as contingency management theories, which emphasize on the particular situation to be recognized in designing any management interventions to improve growth and survival potential of an organization as well based on knowledge management and learning theories because educational institutions by its nature knowledge becomes a primary asset. There fore, performance management system must consider the perspectives of such theories to become more relevant to educational institutions. The balance score card model also can be a useful tool to design performance management system in educational institutions because it recognizes qualitative and quantitative measures and outcomes in its perspectives and there fore can me a useful model to design performance management in educational institutions.