Omani oil company vision is to be the best Company in providing local and international well construction and services. The company aims to ensure incident free operations and satisfaction of customer needs. This has to be possible through the use of well trained, experienced and well motivated team of staff. Moreover, there should be application of efficient machines and modern technology. Omani Oil company mission is to supply well engineering services which is risk free and efficient with a goal of ensuring social growth. Performance management combine all activities that lead to a company meet its goals in the best way in terms of cost and output. It can evaluate the efficiency of the company, employee, department or any other component of the company. Performance management enables smooth achievement of operational and strategic goals of an organization. Performance evaluation is a vital, continuous process, which helps the, management to evaluate their employee’s efficiency and effectiveness in the fulfillment of their assigned tasks. This process s should be fair and open so that no single employee may feel discriminated. The supervisors of various departments are the ones mostly concerned with filling the performance evaluation forms. Performance evaluation is carried out with certain goals to be achieved. The main goal of performance evaluation is organization development by achieving organization goals and the employee improvement.
Training in conjunction with performance management
Training helps the employees to improve their performance. The employees will be well equipped on ways in which they can tackle their tasks. Employees are offered new ideas and better methods in solving company’s problem. The employees feel motivated and put more effort in the tasks assigned to them. The employees after going through training they become more competent in their jobs thereby increasing their output (Spitzer, 2007).Individual performance evaluation has got a strong connection to company goals. This is because the individual performance evaluation results are the contribution that an employee brings to the company. If there is something that is seen not to be right a remedy should be sought. Bad results in employee evaluation show that the employee is not contributing fully to the achievement of the company’s goals.
Factors needed for thorough and useful evaluation.
The following factors need to be checked bearing in mind the employee amount of responsibilities and duties bestowed onto him. These factors may be summarized as follows. Ability of the employee to be punctual in reporting to his work station and leaving his work station. Whether the employee, is punctual in leaving his break when time is over. The ability of the employee to be, where he should be carrying his duties and at the right time. The employee attendance should also be put in mind when evaluating performance. Attendance refers to employment absence from work for whatever reason. Public contact of an employee should also be put into consideration. This is the way a worker relates himself with the community. An employee should behave well to have a favorable image as a representative of the company. The employee job skill level should be put into a consideration. This shows whether an employee will demonstrate the skills required to accomplish the work given to him. It also involves the analysis of whether an employee has made an effort to improve his skills. The employee output quality should be determined. The employee neatness, acceptability, accuracy and consequences of his work output need to be analyzed. The ability of an employee to meet deadlines need to be evaluated. Failure to meet deadlines without legitimate reasons may make a company fail to meet its goals. The employee ability to accept direction from his supervisors should be evaluated. Employee should have respect to his seniors and not to intimidate his seniors. The ability of the employee to assume responsibility should be evaluated. The willingness of an employee to accept a task. The employee should be evaluated whether he can assume responsibility when the task he carried out goes sour.
The employee ability to work under stress can also, be evaluated whereby an employee is assessed whether he is capable to meet rapid emergency deadliness, capable of producing measurable output in a few days and sacrifice to meet organization goals (Armstrong, 2000). The employee care and safety of the company’s assets and employees are a factor to be considered. One should use the equipments assigned to him with care and not vandalize them. One has to mind his fellow workers safety and the safety of the company which he works in. The capacity of an employee to come up with new ideas on how to solve the company’s problems, how the company can out win its competitors should also be considered. The employee volume of output needs to be evaluated to determine whether his output corresponds to his pay. The employee ability to accommodate other employees and work as a team is a factor to consider. Company cannot meet its goals if workers are not working for a common good.
Employee training and development
Employee training and development are two key factors that are necessary for the success of any company. They make employees skills and capability needed to accomplish given tasks aimed at meeting the company’s goals, mission and vision. Training objectives are based on the objectives the company wants to achieve. Employee training and development helps to ensure the manpower can suggest innovations to propel the company to greater heights (Aquinis, 2008). Employee development is a relationship between the company and the employee in which the company commits itself to upgrade the employee’s skills, knowledge and abilities. For an employee development to be successful, it needs a balance between the companies’ goals and the employee career development needs. A highly skilled employee will be able to carry out his duties effectively and efficiently thus lead to maximization of the company’s profit. Employee developments also make employees loyal to the company and remain working in the company. This avoids the company the cumbersome of looking for new employees, which is time, consuming. The difference between employee training and employee development is that training is expected to provide an immediate solution to prevailing problems whereas employee development is concerned with equipping an employee to solve future, unforeseen problems (Bacal, 1999).Employee development is wider than the training and takes longer time to accomplish than the training. Employee development focuses on equipping employees for higher posts while training is meant to ensure the employee is efficient to carry his current work. Training is aimed at rewarding the company immediately while employee development does not provide immediate rewards to the company. Training is limited to a certain line or field while development involves gaining skills in different fields.
Employee development can be used by the HR profession to separate employees. The employees who are reluctant to acquire skills needed to improve their performance leave the company. The employees whose performance is not improving after the employee development can be sacked or given other penalties. The HR professional will differentiate between better performers and poor performers. The company separates poor performers from strong performers. Employee development has a significant impact to employee whereby he considers it right to serve the company which has improved his career. The employee feels that the company will have other career development programme that would improve his skills more. Employees whenever the see an avenue of improving their skills in a company through employee development will stick to the company. Employee development makes employee feel recognized in the company a thing that make the stay put in the company. Employee development enables employees to work harder in order to show the new skills they have obtained. This makes them opt to stay in the company so that the improvement they offer can be well demonstrated. Propose how Omani Oil Company can implement training and employee development to improve performance management system.
Improvement of performance management system
Omani company can evaluate the skills the employees have and compare them with the knowledge required to accomplish the task offered to them. Incase there will be a deficiency of the skills then the company can train the workers. This will make sure the company work is accomplished efficiently and effectively. This leads to improvement of performance management system (Paladino, 2007). When a company conducts regular employee development programs, the company will equip employees with different better skills. These skills will improve performance management system. This can be achieved by making sure the training objectives match with the company’s goals. The training should have a healthy relationship with what the company wants to achieve. Good employee training and development will focus on achievement of the company goals which will lead to improvement of performance management system.
Aquinis, H. (2008). Performance management. London: Prentice hall.
Armstrong, M. (2000). Performance management:key strategies and practical guidelines. Chelsea: Kogan Page Publishers.
Bacal, R. (1999). Performance management. Virginia: McGraw Hill Professional.
Paladino, B. (2007). Five key principles of corporate performance management. Michigan: Wiley Publisher.
Spitzer, D. (2007). Transforming performance measurement:Rethinking the way we measure and drive organizational success. Chicago: Amazon Press.