The Implementation of the Performance Management System: Basis for Incentive Programs

Abstract

Introduction

Performance Management is used to describe the process set by an organization to guarantee all employees to be aware of the level of performance expected. This study focuses on the implementation of the performance management system that served as the basis for incentive programs.

Methods

This study used a descriptive-developmental research design. This design is used to design, develop, and evaluate programs that meet the criteria of internal consistency and effectiveness. The survey questionnaire administered to the selected teachers and officials to identify the actual situation on the implementation of the performance management system in the Division of Pangasinan I. Mean used as tools for data analysis.

Results

The totality of the five elements/components of the PMS described as "Effective" with a total average weighted mean of 4.09. It's only on Rewards and Compensation that a "Moderately Effective" rating manifested because the Division Office of Pangasinan 1 is not yet so ready for the funding source since these rewards are in addition to what was prescribed by the government through the Civil Service Commission. On the other hand, the degree of seriousness of the problems encountered in the implementation of the Performance Management System at DepEd Pangasinan IDivision Office is 4.20, which is described as "Serious".

Discussions

Performance management is a process that throws light on the organization's performance to the departments and employees' level. It also tends to focus on providing products or services in the organization. Vijay and Jayachitra (2000) reveal that training and development programs conducted by the company help the employees to develop their potential skills to achieve their given task effectively and efficiently. Moreover, Kagaari, Munene, & Ntayi (2010) agreed on the study of Vijay and Jayachitra that employee attitudes have a positive relationship with managed performance and this concurs with the positive correlation between the three performance management factors of the study. However, Kunze, Boehm, and Bruch (2013) stated that older employees typically associated with the lower potential for development. Therefore, training for employees is an essential component of the performance management system. Also, coaching provided to those who have poor performance. In this aspect, the practical plan of the policy, method and the choice of different appraisal components onus mostly lies with the administration.