McGilloway, Suzanne (2005) Introduction of a Performance Management and Development System in Bus Eirean - A Success? Undergraduate thesis, National College of Ireland.
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Performance Management can be defined as “a strategic and integrated approach to delivering sustained success to organisations by improving the performance of the people who work in them and developing the capabilities of teams and individual contributors. " (Armstrong and Barron: 1998).
This thesis evaluates the success of a Performance Management and Development System (PMDS) which was introduced in Bus Éireann under the terms of a Change Programme for Executive and Clerical Staff.
The research statement is that the implementation of the PMDS in Bus Éireann has not been effective and in particular the propositions that;
1. PMDS has not contributed to aligning individual and team performance with the goals of the organization.
2. PMDS has not provided a context in which the training and development needs of job holders can be addressed.
3. PMDS has not established a shared system of communication about what is to be achieved, how it is to be achieved.
4. The implementation and development of the PMDS has not been monitored and evaluated as it has evolved.
Both quantitative and qualitative methodology was used in the study. A stratified sample of structured questionnaires from one hundred and sixty six (166) employees at different grades of the organisation and from different departments was used to capture an appreciation of the issues under investigation. This was augmented with structured interviews with the three grades involved in the PMDS, namely management, executive and clerical staff.
While the PMDS process in Bus Éireann is straightforward and clear, the study revealed that PMDS is not being implemented according to specified deadlines. It revealed that PMDS contributes to aligning individual and team performance with the goals of the organisation and has helped staff and managers to identify competencies which in turn assists in identifying the training and development needs, but fails to act upon them. The study also revealed that communication between management and staff has not improved as expected through the use of PMDS.
It is recommended that the PMDS in Bus Éireann be re-evaluated.
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