THE PROBLEM AND PROSPECTS OF EMPLOYEE PERFORMANCE MANAGEM ENT SYSTEM IN THE PUBLIC SECTOR: HOW DOES ICT INTERVENE? A CASE STUDY OF FEDERAL INLAND REVENUE SERVICE SOKOTO STATE.

Abstract

Performance management system is a continuous process of improving individuals, team and organizational performance. Performance management has to be the core of all organizations since it gives strategic direction and how resources are going to be distributed towards the achievement of set goals and objectives. Employee performance management system has been popular within human resource management study, involves managing employee efforts, based on measured performance outcomes. Armstrong (2004) defined performance management as a means of getting better results from the whole organization by understanding and managing within an agreed framework, performance of planned goals, standards and competence requirements. Bacal (1999) defines performance management as an ongoing communication process, undertaken in partnership, between an employee and his or her immediate supervisor that involves establishing clear expectations and understanding about: the essential job functions an employee is expected to do; how the employee's job contributes to the goals of the organization. The emphasis of performance management systems is on continuously improving organizational performance, and this is achieved through improved individual employee performance.