“In business, the idea of measuring what you are doing, picking the measurements that count like customer satisfaction and performance… you thrive on that.”
– Bill Gates
Performance management frameworks are designed with the objective of improving both individual and organizational performance by identifying performance requirements, providing regular feedback and assisting the employees in their career development.
Performance management aims at building a high performance culture for both the individuals and the teams so that they jointly take the responsibility of improving the business processes on a continuous basis and at the same time raise the competence bar by upgrading their own skills within a leadership framework.
The main goal of performance management is to ensure that the organization as a system and its subsystems work together in an integrated fashion for accomplishing optimum results or outcomes.
The major objectives of performance management are discussed below:
To enable the employees work towards the achievement of superior standards of work performance.
To help the employees in identifying the knowledge and skills required for performing the job efficiently as this would drive their focus towards performing the right task in the right way.
Boosting the performance of the employees by encouraging employee empowerment, motivation and implementation of an effective reward mechanism.
Promoting a two way system of communication between the supervisors and the employees for clarifying expectations about the roles and accountabilities, communicating the functional and organizational goals, providing a regular and a transparent feedback for improving employee performance and continuous coaching.
Identifying the barriers to effective performance and resolving those barriers through constant monitoring, coaching and development interventions.
Creating a basis for several administrative decisions strategic planning, succession planning, promotions and performance based payment.
Promoting personal growth and advancement in the career of the employees by helping them in acquiring the desired knowledge and skills.
Some of the key concerns of a performance management system in an organization are:
Concerned with the output (the results achieved), outcomes, processes required for reaching the results and also the inputs (knowledge, skills and attitudes).
Concerned with measurement of results and review of progress in the achievement of set targets.
Concerned with defining business plans in advance for shaping a successful future.
Striving for continuous improvement and continuous development by creating a learning culture and an open system.
Concerned with establishing a culture of trust and mutual understanding that fosters free flow of communication at all levels in matters such as clarification of expectations and sharing of information on the core values of an organization which binds the team together.
Concerned with the provision of procedural fairness and transparency in the process of decision making.
The performance management approach has become an indispensable tool in the hands of the corporates as it ensures that the people uphold the corporate values and tread in the path of accomplishment of the ultimate corporate vision and mission. It is a forward looking process as it involves both the supervisor and also the employee in a process of joint planning and goal setting in the beginning of the year.
Few things are as frustrating as when your computer is acting sluggish and glitchy. Fortunately, there are steps you can take to ensure that your PC continues to run smoothly. Routinely cleaning up files on your computer is an often-overlooked step that can greatly improve performance.
Defragmenting and cleaning up your files is a great first step if you own a PC, as it can speed up response times. The Disk Cleanup tool is user-friendly and helps you get rid of files you no longer need or use, empty your recycle bin, and delete temporary Internet files, which can take up a lot of space. The Disk Defragmenter is a tool that reorganizes files that may be fragmented, resulting in more free space on your hard drive and faster performance. In Windows XP, both the Disk Cleanup and Disk Defragmenting tools can be accessed by going to Start → Programs → Accessories → System Tools. In Windows 7, just type in the names of the tools in the search box.
It takes a little extra time to clean up your computer, but a faster running machine and fewer problems in the future make it worthwhile.
culled from https://www.decyphertech.com/clean-up-a-slow-pc/
For the umpteenth time, newspapers in the country are rife with reports of the government unearthing more “ghost workers” in the public service. However, the ghost workers syndrome has assumed a more sinister dimension as per a report in the Punch newspaper of Wednesday, 7th June, 2017. The alarming report was titled, “Ghost workers: EFCC arraigns family members for manipulating FG’s payroll”. Apparently, it has become a family ‘business’.
A ‘ghost’ may be a real person who knowingly or otherwise is placed on the payroll, and it could be a fictitious person invented by the dishonest employee or group of employees. In a situation where the public sector employs the largest population of the Nigerian labour force and controls the bulk of the financial resources of the country, it is of great consequence that whatever adversely affects the public service has a huge multiplier effect on the economy.
Ominously, the ghost worker syndrome has outlived successive Nigerian governments and think tanks. It is a monster that has eaten deep into the Nigerian civil service system, even though the government at every point in time has devised different strategies to deal with it. Unfortunately, all efforts at all levels have proved abortive, being that the civil service is arguably the most vulnerable to employee fraud.
Although research shows that the public sector lags behind the private sector in issues relating to human resource management, internal control systems and accounting procedures, the adoption of technology ensures that these elements will work in sync to counter the scourge of ghost workers. And in these desperate times of economic recession where every kobo counts this syndrome must not be allowed to destroy our public service and, by extension, our fragile economy.
The solution is not rocket science. Technology ensures that records are accurate; helps to keep employees’ personal data up-to-date, helps to track employee contributions to the achievement of overall goals, and so on. And an automated payroll system helps the management to eradicate manual data entry thus preventing human error or deliberate acts of fraud. These activities will help to flag the existence of ‘ghost’ workers in the system.
The question then is, will those in charge of governance and the economy adopt these fail-safe technologies to block the obvious leaks in the country’s public accounting and civil structures?
All humans have to eat food for growth and maintenance of a healthy body, but we humans have different requirements as infants, children (kids), teenagers, young adults, adults, and seniors. However, as most parents know, kids, teenagers, and young adults often snack between meals. Snacking is often not limited to these age groups because adults and seniors often do the same.
Basic Healthy Living Tips
Eat three meals a day (breakfast, lunch, and dinner); it is important to remember that dinner does not have to be the largest meal.
The bulk of food consumption should consist of fruits, vegetables, whole grains, and fat-free or low-fat milk products.
Choose lean meats, poultry, fish, beans, eggs, and nuts (with emphasis on beans and nuts).
Choose foods that are low in saturated fats, trans fats, cholesterol, salt (sodium), and added sugars; look at the labels because the first listed items on the labels comprise the highest concentrations of ingredients.
Control portion sizes; eat the smallest portion that can satisfy hunger and then stop eating.
Snacks are OK in moderation and should consist of items like fruit, whole grains, or nuts to satisfy hunger and not cause excessive weight gain.
Avoid sodas and sugar-enhanced drinks because of the excessive calories in the sodas and sugar drinks; diet drinks may not be a good choice as they make some people hungrier and increase food consumption.
Avoid eating a large meal before sleeping to decrease gastroesophageal reflux and weight gain.
If a person is angry or depressed, eating will not solve these situations and may make the underlying problems worse.
Avoid rewarding children with sugary snacks; such a pattern may become a lifelong habit for people.
Avoid heavy meals in the summer months, especially during hot days.
A vegetarian lifestyle has been promoted for a healthy lifestyle and weight loss; vegetarians should check with their physicians to be sure they are getting enough vitamins, minerals, and iron in their food.
Cooking foods (above 165 F) destroys most harmful bacteria and other pathogens; if you choose to eat uncooked foods like fruits or vegetables, they should be thoroughly washed with running treated (safe to drink) tap water right before eating.
Avoid eating raw or undercooked meats of any type.
culled from http://www.medicinenet.com/healthy_living
Selections from the speech delivered by the special guest of honor Mr. Durosinmi Etti at the just concluded TAMS Summit recently held in Lagos which had its theme as “Boosting Employee Performance Beyond Pecuniary Benefit”.
I must commend the convener of this summit, it’s nice to see an ongoing discuss talking about employees, most cases what we have is captain of industry industrialists talking about businesses and talking about the economy. It is good to note that whether we like it or not, there is no business that can be well driven or achieve its motive without the human capital factor.
It is also an auspicious moment at this time when the nation is diversifying and we are looking at the growth and development and we are also looking at the contribution to the GDP of every state in Nigeria.
I must quickly point out that when we talk about boosting employee performance, relating to what the keynote speaker Dr. Salami said about deficit in the skills gap in the country, the question is what performance we are boosting without really identifying the sustainability of employment especially given the quality of employees we have.
Lagos state government in order to boost the deficit in unemployment in the state created the ministry of wealth creation and so far this has a little bit curbed the unemployment rate in the state. During our research we found out that it was only the private sector that can really sustain the level of sustained employment which will impact positively on development.
It is pertinent to note that in creating an enabling environment between the employer and the employee we realized that the government needs to work more closely with the private sector, based on we started creating lots of initiatives whereby we start filling the deficit gaps starting by visiting the institutions so as to enhance their employability skills of most of these employees we are looking at in terms of boosting their performance and also when they go into entry into the labor market.
A lot of graduate really are not employable, the state government in collaboration with CIPM & fate foundation lunched a graduate internship program which will give graduates on a competitive basis to be able to work in selected firms for three months.
Finally the employer needs to have constructive engagement with their employees, they must try to find out what they are doing and what type of employment they really want
One of the critical success factors for any individual or nation is optimum productivity. It is simply a measure of efficiency of production of a product or a service and it is a subject matter that must be treated with all seriousness.
Economic and policy experts have asserted that productivity determines the wealth of nations. If Nigeria, therefore, intends to be wealthy, she has to improve on her productivity levels across board.
In economic context, productivity usually denotes the ratio of economic output to any or all associated inputs, i.e. output per unit of productive input. The result of a global review on the impact of labour productivity on growth showed that increase in labour productivity within economic sectors provides the main thrust for economic growth.
It, therefore, behoves individuals, entrepreneurs, business executives, economists, policy makers, politicians, etc. to continuously look for ways of achieving optimum productivity of the work force, regardless of its demographic components.
Japan is reported to have an ageing labour force while Nigeria has a young working population. Whatever the case, the challenge of optimising productivity holds true for every nation against the backdrop of the inevitability and ubiquity of technology in this 21st century.
Technology is an enabler that ensures that things are done in a quicker, simpler, more refined way to achieve a goal. It is against that background that one wonders what extent labour productivity can be optimised in a constantly changing world where technology is advancing at a rate, faster than virtually everyone can keep up with.
Of course, there are as many answers as there are opinions, but the unmistakable aspiration of business owners and managers is how to deal with the challenges of managing employee productivity.
Amidst the harsh economic recession, organisations and enterprises are making concerted efforts to stay afloat by extracting every ounce of productivity out of their operations. One of such efforts is the use of tech-based tools in the form of hardware and software to help employees work at peak proficiency with the goal of saving time, money and other resources.
Employers, however, realise that to use those technologies at all, staff must be present at duty posts and must use their time productively.
To achieve this, employers have gone a step further by deploying intelligent and nimble technologies in the form of human resource information systems otherwise called human resource management systems.
They have been described as an intersection of human resources and information technology software that allows practically every human resource activity to occur electronically.
Accordingly, operational requirements like employee database, attendance logs, payroll remittances, performance management and related processes have been seamlessly automated.
A significant benefit of the HRMS is that it seeks to promote objectivity through unbiased technology-based performance management even though the jury is not yet out on what a perfect performance management method should be.
Nevertheless, Yuki Noguchi observed that, “Even when people think they are buckling down, studies show the average office worker wastes over a third of the day… [And since], worker pay is the most expensive line item in the budget for most businesses…billions of dollars are going to waste, [because employees fail to work optimally].
“Joe Hruska, Founder and CEO of RescueTime, a software firm that allows users to sign up and see where they are spending their computer time reports that the data collected reveals that, at best, a worker is only productive for about five hours. Consequently, time not well spent has implications for a company’s returns on investment.”
In an incisive article, Ben Lobel argued that “‘Time theft’ is a problem in businesses and the productivity puzzle is very real as we find out here. For any business, big or small, increasing revenue and profit margins is not only an objective, but a necessity. The reality is that without consistent thriving revenue, any top business will struggle to challenge competitors in our ruthlessly cut-throat economy.”
In a tough business environment like Nigeria where the country is gradually negotiating its recovery from economic recession, evidence points to the fact that the average potentially successful Nigerian enterprise demonstrates actions that are mostly ineffective at combating productivity deficiencies.
On the other hand, a recent finding revealed the availability and growing presence of technologies designed to facilitate business performance in Nigeria. A leading player in this budding field is TAMS by SB Telecoms and Devices, a home-grown time management focused human resource application tailor-made for SMEs.
It is designed to help the contemporary business owner manage employees for optimum performance by curbing apathy, lateness, time-theft and absenteeism. The Web-based, user-friendly application comes complete with all essential HR tools.
Another remarkable value-add of TAMS is the recognition accorded to a group of employees known as TAMS Ambassadors. They are automatically selected from over one thousand organisations on the TAMS portal on the basis of being consistently productive and punctual in the performance of their duties despite environmental, social and personal challenges.
With solutions like that, the future of work even in a seemingly technology agnostic business environment like Nigeria’s indicates that the benefits of technology far outweighs whatever reservations there are as Kyra Sheahan said, “Information technology benefits the business world by allowing organisations to work more efficiently and to maximise productivity.”
President, Institute of Productivity and Business Innovation Management, Remi Dairo, had the following to say in an interview with The PUNCH, “Boosting national productivity requires a chain of efforts.
“The problem is if you do one and leave others, the result will not show. I will mention only two factors here: the nation needs a productive environment; the cost of doing business must come down. This is the responsibility of the government.
“Secondly, stakeholders must go beyond just productivity to creating innovative economy. These, among others, will have a ripple effect on national productivity which will in turn impact on the quality of life of the average Nigerian.”
I completely agree with him. I believe Nigeria will do better if we work hard to improve our national productivity levels as well as all the elements that make up the country particularly the private and public workforce.
A workout buddy is hugely helpful for keeping motivated, but it’s important to find someone who will inspire—not discourage. So make a list of all your exercise-loving friends, then see who fits this criteria.
You shouldn’t buy kicks that hurt, bottom line! “Your shoes should feel comfortable from the first step. So shop in the evening—your feet swell during the day and stop in the late afternoon, so you want to shop when they’re at their biggest. Also make sure the sneaks are a little roomy—enough so that you can wiggle your toes, but no more than that. They should be comfy from the get-go.
Running with music is a great way to get in a groove (just make sure it’s not blasting too loudly, or you won’t hear those cars!). To pick the ultimate iPod playlist, think about what gets you going. Best practice listen to what we’d consider ‘relaxing’ or rather go with any music that you find uplifting.
Before you hit the road, get a watch to log your total time. And on a sunny day, wear sunglasses. They reduce glare, which can decrease squinting, ultimately releasing the tension in your shoulders. And that’s a performance bonus, because relaxing them helps conserve energy on your runs.
After a grueling workout, there’s a good chance you’re going to be feeling it. Relieve post-fitness aches by submerging your lower body in a cold bath for 10 to 15 minutes. Many top athletes use this trick to help reduce soreness after training sessions. They say: “An athlete training for an important race should consider getting one to two massages per month to help aid in training recovery
Citation from the panelist at the just concluded TAMS Summit held on the 19th of May 2017 at the Muson Centre Onikan, Lagos as they discussed Boosting Employee Performance Beyond Pecuniary Benefits. Members of panelist included Mrs. Abisola Longe MD/CEO Human Capital Development, Mr. Femi Akintunde MD/CEO AM Facilities & Services Management, Mrs. Omome Osime-Oloyede MD/CEO XL Express & Logistics, Mr. Abiodun Amokomowo MD/CEO Ibile Holdings, Mr. Deremi Atanda Executive Director SystemsSpecs, Mrs. Nwamaka Okoye MD/CEO Housessories Limited.
Q- Mrs. Abiosola Longe: Human Capital Development What does productivity represent to your organization?
A- Mrs. Okoye Nwamaka CEO Housessories: Productivity is simply input and out, how much you need to put and what you get out for what you put in, the market pays for value, they reward value and they punish lack of value. If you cannot build or create value people won’t pay and you become obsolete as an organization. Keeping employee motivated is key to boosting productivity.
Give the employee the course to believe in, the WHY, “WHY DO WE EXIST”, “WHY ARE WE TOGETHER” people get motivated when they understand why they are doing what they are doing. Providing good pastoral care is key to boosting employee productivity as this shows that as an employer or manager you care
Q- Mrs. Abiosola Longe: In Your Organization how has the recession affected incentive to staff and how have you been able to motivate them? …
A- Mr. Amokomowo Abiodun: The first and the key thing that defines productivity anywhere in the world is discipline, a non-discipline nation can never be productive, a non-discipline family can never be productive, a non-discipline entity can never be productive, and one of the factors affecting us in the country is the factor of discipline.
Why people are not productive especially in Africa is mainly because of in-discipline. A non-healthy person can never be productive, individual life style must be checked, self-discipline is very critical. Recession or no recession there is no amount of salary that is enough, an employee can never be rich, employees are not amongst the 500 richest men in the world, employees can only be comfortable, what needs to be done is to do a remix of repackaging, focusing on employees basic needs, 40-45% of employee needs is housing, taking care of this aspect for them is a key factor in boosting productivity, we must look for ways to relief ourselves not necessarily increase salary as this will never be.
Q- Mrs. Abiosola Longe: Did you have to cut anything back in the recession?
A- Mr. Atanda Deremi: When it comes to productivity we tend to forget the element of time, everybody can be productive but we need to focus our attention to what happens per time. If you have to deliver something in two hours, the time does not change it was you are able to do within that period that matters, one minute can make a world of difference.
It is fundamental you engage your employee, you make them understand that it is a reality of life that things will always not be linear, let them know that you are in this together. There should never be a paradigm of the owner and the employee as business does not exist without the employee.
Q-Mrs. Abiosola Longe: There is a prevailing productivity issue in Nigeria, How do you think this summit and what else in addition to this summit will really address the situation?…
A- Mr. Femi Akintunde: The reason why some companies are successful and some are not is basic understanding of what productivity means and what the roles and responsibility of the key parties to uphold a high standard of productivity. Limiting the two key parties to two, the employer and the employee.
The starting point is how the employer defines the resources he intends to use, productivity is simply getting more for less, meaning that if you put in x amount of input I want to get multiple of that output and for that to happen some couple of things must be inplace, firstly employees must have personal accountability, no employer wants to hire an employee he will manage, employers will rather put his resources into motivating you for higher productivity, the day I discover that I have to put so much effort in managing an employee is the day you are out if the company because I don’t have the resources to manage people, I have the resources to motivate because that will be more engaging for me.
Secondly the basic responsibility the employer has creating an enabling environment for employees productivity to be as high as they want it to be. Boosting employee mores is necessarily not by increasing salaries as if this is done it is the higher bargaining you give them, they tend to misbehave and take it out of context because the higher the pay does not determine it will be enough for him.
Q-Mrs. Abiosola Longe: How do you thing we can reverse the lesser fair attitude to productivity?
A- Mrs. Omome Osime- Oloyede: This complicency has been prevalent in Nigeria long before now and I attribute it to our attitude by nature where anything is okay, you can make do with it. You will find out that that attitude comes into the workplace if the management is not conscious or make deliberate effort to change that culture by way of training, by way of putting processes in place, by way of monitoring.
If you don’t have processes in place where loopholes are blocked or complacency is identified at the beginning or the initial stage it will penetrates the whole system. Pass an ownership spirit amongst member staff, how do they see the company, do they see the company as when things re blooming only the superior staff share the largess while when things go down everybody bear the brunt.
You have to inculcate ownership spirit explain to them and one thing you have to understand also is that people need to re-adjust themselves, if you earlier before the downturn have not been engaging your staff as owners you won’t get the zeal of accountability as the best ideas could come from them.
If you don’t train and put in them the expectations from them as well as equipping them mentally to be able to handle that then I don’t think you have done justice to gain their productivity from your staff. In summary the complacency has to start for the top by setting standards, are the standards attainable as it is not possible to produce something from nothing, is the resources in place for them to achieve these standards, immediately induct new intakes to immediate fit into the system.
Q-Mrs. Abiosola Longe: As a business owner how do we balance the high cost of quality training during this recession?
A- Mrs. Nwamaka Okoye: We have to be creative, firstly by understanding what the training needs is. Lots of materials are developed internally to checkmate that. Weekly training should be encouraged internally where staff takes that. A budget also needs to be come up with as this is the essential part of any working employees.
Excerpt from the presentation slide “Corporate Economics: How Non-financial Motivators Can Boost Employee Performance in a Recession” delivered by Dr. Doyin Salami of Lagos Business School at the just concluded TAMS Summit.
“Every employee certainly appreciates more money, but money does not buy happiness, nor does it buy engagement and loyalty”.
“Non-financial incentives inspire and engage employees in ways that money is incapable of doing”.
“The economic downturn features a combination of downward pressure on Revenues (contracting Output) with upward pressure on Operating Costs (higher Inflation)”
“Recession has led to a significant drop in worker’s compensation, even as unemployment and underemployment rise”
“A somewhat surprising, slight recovery in sales growth notwithstanding, rising costs have led to the contraction in gross profit margins”
“Judging by PMIs, activity appears to have remained slow in Q1. April PMI numbers suggest Q2 will be economy’s inflection point”
Economy Slowly Emerging from Recession (Judging by PMIs, activity appears to have remained slow in Q1. April PMI numbers suggest Q2 will be economy’s inflection point:- “We expect another GDP contraction in Q1 (–0.56%) and substantial recovery in Q2 (1.7%)”, “Manufacturing PMI crossed into expansion territory (51.1) in April, first since Dec, but second since Dec 2015”, “Non-Manufacturing PMI, although still depicting contraction (49.5), at highest level since Dec 2015”, “Translation of benefits from loose FX supplies, recovering oil production and easing of structural bottlenecks likely to crystallize from Q2”, “Fly in the ointment could be recent downtrend in oil prices. Brent crude below $45pb as of May 5”)”
Prospects for Return to Growth in 2017( “Consolidation of stability in Oil Production”, “Forecasts would have to adjust for volatility in oil prices within a range as wide as $40–$55pb”, “Agriculture is structurally resilient and poised for growth, absent adverse climatic developments”, “The fortunes of Agriculture (24.4% of GDP) and Oil (8.4%) can decisively move the needle on the economy”, Improvements in road networks via infrastructure spend would enhance Trade (17.2%)”)
Why Are Non-Financial Motivators Necessary Now? (Current Economic Downturn characterized by; “Combination of Downward pressure on Revenues with”, “Upward pressure on Costs”), (Yet, corporates need to continue to sustain & improve performance. This requires: “Retaining talent”, Ensuring employee satisfaction), (And they need to be able to do this cost effectively)
Understanding Employee Motivation: there are four primary behavioural traits that helps understand employee motivation: D – Dominance/Directive/Doer/Driving, I – Influence/Inspiring/Interactive, S – Steadiness/Supporting/Stable, C – Compliance/Contemplative/Cautious
Forms of Non-Financial Motivation that exist at the workplace: Job Security, Recognition and Commendation, Documenting Commendation in Performance Appraisal, Leadership Engagement & Attention – Passionate and Energetic Leadership, Entrusting Greater Responsibility, Workplace Flexibility – Work Rotation, Cultural Flexibility, Autonomy, Internal Career Advancement Prospects, Capacity Development – Competency, Soft Skills, Improved Work-Life Balance – Vacations, Routine HR-driven, Satisfaction Evaluation, congeniality with Employees, Leadership should be seen to be sharing the burdens of difficult times, Cut coat according to cloth!!!, Empathize with economic difficulties faced by employees amid recession
The 21st Century Compliant Workplace: Strategic Collaboration and Partnership; Recognize you cannot internally warehouse all the capacity you need; Seek strategic partners in key business segments, Embedding a Culture of Innovation; Leadership should embrace the need to let go of business process models that they have been used to, World Class People Experience-People Strategy; Capacity Development, Need to sustain investments in post-Tertiary employee capacity development, Digital! Digital!!, World Class People-Friendly Infrastructure; Offices came into being as resource-sharing facilities, Becoming more dispensable as ICT resources become more accessible and usable by many, Flexible arrangements should ensue