Performance:

Organizational Performance:

The organizational performance is the intersection of Individual competence, Job demand and Organizational Culture.

1. Individual Competence:                                                                                                                                    Individual competence is the set of knowledge, skills and attitude which leads to effective and efficient performance. Above mention parameters can be enhanced with requisite attitude at any point of time. The only crucial factor of consideration is the only attitude. Attitude is the underlying and inheritance characteristics of high performer which set out for the desirable result. Knowledge and skills are the only catalyst.  Leadership of the person is the key to success of team whereas his role becomes transformational when he plays a role of leader to manage the resources. 
2. Job Demand:                                                                                                                                                                                                                                                                      Where the Job/work demand complementary matched the only flow will be created and that flow will always ensure the sustainability of the business to deliver its values to the stakeholders.  Creating the demand document will be a critical factor to get the success from the position. Job demand has to have three parts viz your job description, job specification and SMART- KRA where things can become measurable.  Requirement has to be specific which only is resulted from a lot of work fragmentation and defragmentation of mission and vision.  The goal is to reach thousands miles and people of the institution are sharing their few miles in the journey towards reaching the destination and that shared/required distance has to be clear. 
3. Organizational Culture:
   Culture is the differentiating factor, which distinguished one institute from other.  It would be not right to only consider the political definition of the culture.  When culture is nurturing the performance then it became its performance driven culture where people are well appreciated and their role is recognized. The economic term incentive would help to create a new mile stone in setting out the performance culture.   Many issues are sorted out when organization setting right culture for their people and the values have to be inculcated in belief of the institution and there by the people. The good time to set culture is when organizations evolved from formal or informal groups i.e. the process of institutionalization.  I firmly believe the onus of HR is playing catalyst role to set the culture of high performance. Being the custodian of the HRM we are playing very important role  in defining and structuring the factors which are mention this blog. And surely and dearly we can set the culture of performance.    

                                  - Amol Nakve.