HR-PMS

The responsibility of the Performance Management Officer is to provide support to Head HR in development, implementation, administration, and communication of Performance Management. He oversees and manages all activities related to the performance management cycle and manages all communication, sensitization and monitoring of the process to ensure its effectiveness and relevance to the business needs.

Responsibilities

[Under the overall supervision of Head – HR, Performance Management Officer, the incumbent will undertake the following:

1. Design, implement, and monitor Performance Management to enable employees and teams to understand the goals of the organisation and to identify how individual and team outputs contribute to the achievement of the organization’s objectives; specifically through managing the performance cycle to ensure cross-Complex alignment and intra-Complex cascading of business goals and Key Performance Indicators across the organisation.

2. Work in liaison with key stakeholders e.g. budget, strategy and Human Resources Business Partners to establish and support the link between strategic business objectives and people’s day-to-day actions and tasks by implementing a process for tracking progression from goal setting, mid-year reviews, and end of year evaluations to support individual, team and organizational performance.

3. Ensure targeted communication and capacity-building programs in the performance management process to enable managers to effectively evaluate and measure individual and team performance and to optimize performance and productivity. 4. Manage and coordinate organization-wide efforts to ensure that performance management and performance improvement programs are developed and managed using a data-driven approach that sets priorities for improvements in line with ongoing strategic imperatives.

5. Participate & contribute to developing the scope, priorities, processes, systems, and tools of the performance management unit through various processes like Induction program, HRIS orientation, training during - Goal Setting period, and Annual Appraisal exercise for increments & promotions.

6. Provide coordination for Performance Management and improvement initiatives, ensuring their alignment to improving the Organisation’s operational and program efficiencies and effectiveness; and ultimately evaluating the impact that these initiatives have on organizational performance.

7. In liaison with the Learning & Leadership Development LL Initiative and Talent Management contribute to the design, implementation and management of effective leadership and employee development and talent management initiatives to address performance gaps related to capacity/knowledge gaps among staff and overall talent sourcing, management, and mobility programs.

9. Design, implement, and manage organization-wide performance training/capacity building for all levels of employees and management to drive for positive and measurable impact on the culture and performance of the Organisation.

10. Work with Human Resources Information Systems and Corporate Information Technology Services to ensure the development, enhancement, or acquisition of the Information Technology tools needed to support the performance management activities