1.1 Background of the study
Employee performance management is an organizational process that aligns the employee measures, skills, competency, development plans and delivery of results. The business dictionary defines it as activities related to a job that is required of an employee, and how well these are done.
In an organizational setting, there are different types of resources that are used to enhance the smooth operations of an organization such as human capital, money, machinery and raw materials. Out of all these resources, human capital is the only living resource that an organization has.
Any organization can be able to afford the right materials or enough money or even up-to-date machinery to conduct their operations smoothly but note very organization can afford the right human capital. Human re-source is a very vital asset to an organization because it helps an organization achieve its competitive edge against its competition in the same industry.
For this reason, employee performance is very important to the twenty first century organizations for this will enable them compete favorably against the changing environment with other organizations. Robin (1998), as cited by (M’Mbui, 2011) indicates that performance may be influenced by a number of factors which include; individual personality, the values instilled in them, attitudes and competence of an individual which is a mixture of how they perceive things and their motivation. However, it was also indicated that biographical characteristics like their age, their sex, status of marriage and seniority level could not really give exact and reproductive facts of links to improve employee accomplishments and their job satisfaction. For one to get to know how well or badly they may have performed, a performance management tool has to be used to assess them. There are various tools that could be used in measuring success in an organization according to Guck (2013).
The first tool is the 360 -degree feedback that is used on managers by the people that work with them on a day-to-day basis.
Secondly, the balanced score-card may be used which entails a combination of quantifiable information such as sales quotas and budget position.
Another tool that can be used is management by objectives where managers come up with goals for the employees then they get to be measured at the end of a period to see whether these goals have been attained. Self-evaluation is a tool used by an individual to measure their own performance in comparison with that of their superior (Gunk, 2013).
Organizations are facing increased competition due to globalization, and external environmental factors. Each and every organization has the responsibility to enhance the performance of their employees because of its importance in achieving optimize goals (Nassazi, 2013).
The effective management of your employees’ performance should: con-tribute to business success by ensuring that individual efforts are linked to business objectives; improve the motivation and performance of staff by giving them positive feed-back and by providing them with opportunities for training and development; provide a basis for linking rewards to performance; give the company more information about individuals and their needs (Cushway, 2015). A job performance that is good gives an individual an assurance of security hence they do not hop from one job to another in search of a new position.
This happens when their managers are able to understand their expectations and professional goals, as well as giving them feedback from time to time just to make sure that they are at their best. All in all, good job performance enhances the reputation of an employee hence enhancing them in developing their careers(McQuerrey, 2014).
1.2 Statement of the Problem
Performance management helps in ensuring that its workers contribute towards the objectives, goals and mission of the organization, setting employee expectations motivating them to work hard. By improving the performance of an employee, the overall performance of an organization is automatically improved (Ying, 2012). An effective performance management system should have the capability to enhance success of an organization as well as ensuring that the employees are also well motivated (Cushway, 2015).
The organization without a doubt has surely survived through the tough economic times by trying to re-invent itself through adopting the new technologies but still, the organization is still running on debts and recently it announced that it was going to re-trench the older generation and give room for younger and fresher blood that will come in to enhance the performance of the organization. It is quite evident that updated equipment, or new technologies or pumping in more money into projects by the government is not enough to enhance productivity of an organization nor maximize profits. Better performance can only be achieved when the employees use their unique wits to enhance the productivity of the organization.
1.3 Purpose of the Study
The main purpose of the study is to examine the factors that affect employee performance in an organization. Specifically the objectives of this study are:
1. To examine the effect of employee motivation on employee performance in an organization.
2. To examine the effect of job design on employee performance in an organization.
3. To examine the effect of working conditions on employee performance in an organizations.
1.4 Significance of the Study
This study would be of great benefit to Human Resource practices in this area of employee performance as it is one that can guide on how to effectively undertake this task by using methods and techniques that have been tried and tested by other practitioners across the world and also in creating new Human Resource policies and procedures that can be used by in this changing and competitive environment.
The findings of this study could be very useful to the management of organization, in that, the management will be able to identify the reason behind the poor performance of the employees and seek to improve on them as they strive to attain organizational objectives.
Scholars that may intent to conduct a study on the same topic may find this study important, in that the information herein may be used as a form of literature so as to help them comprehend further on this topic.
Trade unions could immensely benefit from this research as well. The findings of this research would help in the restructure of the objectives set by these unions regarding workers and also enable them to understand the plight of workers and in return, they will be able to fight for them accordingly.
1.5 Research Questions
For the objectives above, the research questions would be as follows:
1. To what extent does the effect of employee motivation influence employee performance in an organization?
2. To what extent does the effect of job design enhance employee performance in an organization?
3. To what extent does the effect of working conditions enhance employee performance in an organizations?
1.6 Research Hypotheses
H01: There is no significant relationship between the effects of employee motivation on employee performance in an organization.
H02: There is no significant relationship between the effects of job design on employee performance in an organization?
H03: There is no significant relationship between the factors effecting of employee performance in an organization.
1.7 Scope of the Study or Delimitation of the Study
The study seek to find out the factors that affect employee performance in an organization. Only office managers and Top level managers in the organization will be used in the study. The study was limited to selected private organizations.
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