INTRODUCTION
Managing employee performance is an essential function or role in any organization. Performance management as defined by Armstrong (2009:618) “is a systematic process for improving organizational performance by developing the performance of individuals and teams” An organized way of enriching the results of an organization by impacting the output of each individual and team.
It improves an individual or team output, thereby achieving improved outcome. This cannot be achieved if planned goals, objectives are not initially outlined, discussed and agreed on.
The importance of this study cannot be over emphasized. it will evaluate the processes used in managing the performance of an employee presently and will recommend an improved approach in order to achieve the new value proposition of the company which states that MY STAFF MUST BE HAPPY AT ALL TIMES.
Each member of staff achieves mores when there is predesigned direction and a constant achievable aim as regards a defined communication in relation to task (what is expected now and after). Forecasting includes what an employee hopes for in order to avoid being sidelined by the inclusion of decisive assessment which is not part of the design.
Employees should be given ways to develop in their field by providing chances to work on higher tasks, combining less-skilled employees with professional employees, and giving team model where employees can test and agree on decisions. Happy customers equal happy staff, therefore for employees to remain dynamic and useful, larger dependability and prospects are exigent.
In MTN Nigeria, performance management of employee is managed by the line managers with the support of the HR business partners for each division. The lack of skills or competencies required to carry out such tasks by managers, are thus biased in the performance assessment and management,