“WORLD CLASS” PERFORMANCE MANAGEMENT PROGRAM “World class” Performance Management Program

“World class” Performance Management Program

Introduction

People management and human development challenges remain important for organizations today, to the extent that the environmental circumstances require aligning HR strategy with the objectives of the company, to promote change and development in organizations and its people. The purpose of this presentation is to show the process we have advance in the Bank in connection with the issue of competencies and their impact in the performance management system that we implemented since 2003. We believe that our competency model emerges as a response to the Bank's needs, taking into account that required to have increasingly people-oriented and efficient to respond to change demands of the environment, is how the issue of competency supports the plan organizational strategy, promoting the development of successful performance within the organization. Many companies have taken up the challenge of structuring a performance management system "to measure "to promote the issue of skills and mobilize cultural change required, retaining some of the practices that have been with them for several years and have positioned them as one of the best companies at the international level (Thorpe, 2008).

Discussion

Managing an organization to success, not only provide benefits or prepare the estimates in the context of the completion of the annual budget. It is also to achieve high performance and create sustainable value year after year, identifying performance issues that organizations face and addressing their root causes. Performance management can help bridge the gap between a short-term market or expectations of stakeholders and the sustainability of your organization over time. This course focuses on the general and specific aspects of the sustainable management of costs, the development of cost models and on how to implement the opportunities identified. According to researchers, World class performance management is about directing and supporting employees to work as effectively and efficiently as possible in line with the needs of the organization (Otley, 2005). This requires paying attention to employee attitudes that improve the relationship between employers and employees. These include job satisfaction, commitment and perceived psychological contract and so on. Researchers argued that when administrators trapped in such a situation that might precipitate into job insecurity and resistance to their decision making by the board of directors, often they increase their commitment to a losing course of action. This is not because they want to rationalize or justify a decision to themselves, but because their credibility being threatened by other organizational factors such as top management homogeneity, top management succession, top management tenure and past performance. To support this theory, researchers found out that past failure resulted in increased future investments compared to past successes (Gibbons, 1994).

However, a trap that organizations can fall into is not recognizing that the implementation of performance management is a change process. Too often, organizations just look over the fence to what others are doing and do the same. This is not corrupt practice, but needs to be coupled with a robust ...