TABLE OF CONTENTS The establishment of positive business objectives within an organization must be accompanied by the clear allocation of responsibilities within the people structure. It is generally accepted that the primary operational responsibility for ensuring that translation of goals takes place in the organization must rest with management, but true goal translation is impossible without the full co-operation and commitment of all employees. If they are to accept their full share of responsibility they must be able to participate fully in the making and monitoring of arrangements for achieving the requirements. Some organizations have arrangements whereby people say in a particular unit meet periodically for discussions. This total involvement approach stresses the need for the participation of every individual employee.
Managers are in control only when they have created a system and climate in which their subordinates can exercise self-control. Mechanisms may then be created to provide clear performance standards in all areas, backed by appropriate job descriptions and training, to ensure those standards are achieved. The process of performance management consists then of:
Clarifying responsibilities.
Developing performance indicators and objectives.
Preparing action plans.
If job descriptions have been written for the organization, they may serve as a starting point for clarifying each individual s role. It should be emphasized, however, that these need to be updated and reviewed with each subordinate to ensure their relevancy. The format of job descriptions is not of critical importance although they must...
