The Balme Library is one of Africa’s renowned research libraries and is the main library for the University of Ghana (Aguinis, 2009). The library consists of six departments, employs over 50 individuals and has over 100 thousand books, 500 microfilms, CD's, and tapes plus access to extensive electronic resources (Balme Library, University of Ghana, 2009). The library, like other organizations, was facing resource challenges and implemented numerous strategies, one of which was a performance management system (Aguinis, 2009). According to Aguinis (2009), there are six elements that are needed in a performance management system that include prerequisites, planning, execution, assessment, review, and performance renewal and reconstructing. However, the performance management system they implemented was missing several components that were needed to have a successful program. For this discussion the component of prerequisites will be evaluated regarding how the Balme Library implemented this aspect, how it affected their performance management system, and how to improve the implantation of prerequisites.
Implementation of Prerequisites
There are two main components to prerequisites that include knowledge of the organizations strategic goals and knowledge of the jobs being evaluated in a performance management system (Aguinis, 2009). First is setting strategic goals, which allow the organization to clearly define their purpose thus establishing similar goals downward until each employee has individual goals that are aligned with the organization (Aguinis, 2009). Second is job analysis where job duties are defined and understood so that criteria can be developed for success at the job level and how it ties back to organizational goals (Aguinis, 2009). Therefore, it is necessary to have both prerequisites before moving forward with a performance management system. It is unclear from the case study if the library had an organizational mission and strategic goals. However, it was clear that the Blame Library did not conduct a comprehensive job analysis for all the positions within the library (Aguinis, 2009).
Job Analysis at Balme Library
Job analysis is the process used to break a job into its components and to identify tasks associated with that job (Hartley, 2004). Harttley (2004) feels the key deliverable of the job analysis is a validated task list. This task list is critical since it is used as the foundation to create self-assessment tools, organizational assessments, and a job description (Aguinis, 2009). Since Balme Library lacked a comprehensive job analysis of all the positions within the organization, they were unable to develop specific criteria to evaluate the effectiveness of...