Linking Employee Performance with Organizational Performance

International Experience

Abstract

The concept of government performance management that began in early 1980’s with the advent of New Public
Management now has spread to almost the entire world. Its main objective was to enhance the efficiency and
accountability of government organization and improve performance. Different countries were doing this in
different ways and its benefits in managing public organizations were also evident from different researches.
Bangladesh also introduced Annual Performance Agreement in 2014-15 financial year. But due to the absence
of its linkage with employee performance it could not fulfill the desired objective. Governments of many
developed and developing countries have introduced systems that link employee appraisal system with
organizational performance. Their examples and experiences may pave the way for Bangladesh to understand
the requirements for effectively linking APA with the ACR system.
This research aims at exploring government performance management system of some developed and
developing countries around the world with an intention to identify the linkage between employee performance
and organizational performance. For this, government performance management systems of twelve countries
(Australia, Bhutan, Canada, Fiji, Ireland, Kenya, Malaysia, Mauritius, New Zealand, South Africa, South Korea
and the USA) have been analysed. The analysis identified the following key learning points:
1) A strong government accountability system for organizational performance, guided by law, paves the way of
linking employee performance;
2) A comprehensive performance management system for the employees, that offer facilitation as well as
consequence, is essential for establishing such linkage;
3) Proper monitoring of performance management is essential; and
4) The stronger the accountability of the Head of the organization for organizational performance, the linkage
of employee performance is stronger with the organization.