| Abstract: | Performance management is a continuous process of identifying, measuring and
developing the performance of individuals and teams and aligning performance with the strategic
goals of the organization (Aguinis,2013,p.2).
This study offered information on assessment of the effectiveness integrated performance
management specifically focuses on Wegagn Bank.
Wegagen Bank, in the past, employed a staff appraisal system that was more reliant on
behavioral issues than result orientation. The staff appraisal was heavily dependent on the
interactions between an evaluator and the subordinate being appraised. Though personal
interactions are highly desirable in any performance management system, it fails to facilitate the
integration between employees and the bank’s corporate objectives. To this end, Wegagen Bank
had adopted and implemented a new performance management system called an Integrated
Performance Management System (IPMS) with aim of introducing result based PM system that
has the strategic objectives at its core. (Wegagen, Bank 2016/17)
Primary data were collected through questionnaire and interview.302 questioners were
distributed to selected employees and out of these 298 were properly filled and returned. The
data were analyzed using descriptive method .Interview was held with the director of corporate
strategies and change management and Manager Talent division. The finding of the study
revealed that luck of top management commitment, and data tracking system was manual,
absence of integrated performance system guideline, luck of competency framework dictionary;
recognition is not based on the result etc. Based on the findings, the researcher recommended the
bank arrange awareness creation session to all employees, automate its data tracking system,
allocate integrated performance management system guideline and competency framework
dictionary in convenient place where all employees can access etc…..
The study concludes that a Effectiveness of a IPMS program is dependent on the strength of
the design and implementation methods. Current literature on PM reveals that an effective
performance management is based on Simplistic and user friendly; Communicates vision of its
objectives; Considers competency as part of its components; Sets measurable and realistic targets; Conducts formal review of progress towards targets; Manages performance; Evaluates
the whole performance management process for continuous improvement
Key word (Integrated Performance Management System) |
