In recognition of the importance and critical role of human resources in the achievement of overall goals of any organisation, the Nigeria Extractive Industries Transparency Initiative (NEITI) organized a 2-day virtual training for its staff on performance management.
The training facilitated by Phynad Limited, a Lagos based human resources consulting agency was aimed at equipping NEITI satffs with modern approaches and techniques for achieving good performance results that are consistent with the goals and objectives of the organization.
The training exposed staff to new skills and tools in performance planning, a process that included establishing job descriptions and defining the strategic plans of the organization.
The training revealed the importance of the strategic plan in drawing up the goals, vision and mission statements as well as the strategic initiatives which will specify the definite steps that must be taken to accomplish each goal.
Staffs were also taken through the process of performance monitoring. This includes monitoring an employee's work performance, documenting and most importantly giving feedback which will help build the staff and encourage improvement in work deliveries.
The subject of underperformance was also discussed. The facilitator pointed out that under-performance can be exhibited through unsatisfactory work performance, signs of which include failure to perform the duties of the position or schedule of the staff or inability to perform to the standard required, non-compliance with workplace policies, rules and procedures.
Staffs were also taken through the process of performance appraisal which is the regular review of an employee's job performance and overall contribution to an organisation. Also known as an annual review, performance review or evaluation or employee appraisal, performance appraisal evaluates an employee's skills, achievements and growth or lack of it.
The training also showed staff key performance indicator to look out for. Some of which are; timeliness in achieving a task, attention to details, consistency, creativity and innovation and also ability to perform in all key areas of role.
In the same manner the training discussed the reward systems which may include a combination of cash and non-monetary rewards. The facilitator described social awards (e.g. recognition and praise) as having the greatest impact on employee performance.
The training ended with advice to management to deploy performance management techniques as it raises standards, increases job satisfaction and builds professionalism, expertise and confidence in staff which ultimately benefits the entire organization.