Dubai Electricity and Water Authority: Employee Performance

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Table of Contents

Introduction
DEWA Appraisal System
Defining Responsibilities
Performance Planning
Performance Reviews
Performance Assessment
Performance Reward
Conclusion
Works Cited

Introduction

Established in 1992, the primary role of Dubai Electricity and Water Authority (DEWA) is to supply water and electricity to residents of Dubai. The company aims to offer the best customer services based on clean, safe and clean water and electricity. DEWA resulted from the merger between the electric company and water department of Dubai. Currently, DEWA employs more than “6000 workers who strive to offer both quality and quantity services of the highest standards in a consistent and reliable manner” (Dubai Electricity and Water Authority 1). DEWA has adopted technologies to facilitate its operations across various departments.

The organisation aims to promote integrity and fairness, business ethics and abide by the law in all its relationships with customers. Employees of DEWA focus on promoting transparency and openness and provision of relevant information to stakeholders. DEWA believes in teamwork, which facilitates sharing of resources, knowledge and skill exchange and efforts to promote create synergies among employees. In addition, the workplace facilitates shared responsibilities and decision-making to achieve the overall objectives of the organisation.

DEWA aims to be the industry leader through professionalism and relying on its human resources and technologies to offer the best innovative solutions to serious challenges. It aims to satisfy the needs of all stakeholders. DEWA encourages corporate social responsibility through its employees by contributing to communities and the environment. Contributions to the community and the environment enhance sustainability efforts of the organisation. At the same time, DEWA has remained a customer-focused organisation. It aims to exceed customers’ expectations through improved services and products. On this note, DEWA must anticipate its customers’ needs in advance.

DEWA can only achieve all those objectives and realise its core values and missions through efficient human resource management. Hence, DEWA has adopted an Employee Performance Management (EPM) system to improve human resource practices.

DEWA Appraisal System

DEWA uses Employee Performance Management (EPM) system to appraise its employees’ contribution to its overall objectives, vision and mission. The main objective of the EPM at DEWA is to develop and nurture leaders at all levels of the organisation. The system assesses staff competencies to identify and meet human resource development gaps. It also involves the assessment of employees’ performances, efficiency and productivity.

The EPM establishes employees’ career path and organisational succession plan. In addition, the DEWA’s EPM evaluates training effectiveness to improve training outcomes and enhance staff development. Employee Performance Management applies to all employees of DEWA. This is also a part of DEWA talent management strategy. It also ensures that the reward system and career progression are based on merit.

Defining Responsibilities

The initial stage of performance management at DEWA involves defining of employees’ responsibilities. All division heads must review and approve SMART objectives at their respective departments. In this regard, they ensure that performance rating abides by the Dubai Government – Human Resource Authority requirements. Senior managers must also follow up the appraisal process and submit reports as required.

Performance Planning

DEWA uses a performance planning strategy to conduct effective appraisal. Planning indicates when employees’ performances should be evaluated. All departments notify employees about the forthcoming performance management process. The DEWA’s EPM system accounts for the departmental KPIs, strategic plan and the balanced scorecard. Managers and employees also discuss the current state of foundational competencies with appropriate target levels. DEWA encourages managers and employees to keep their performance records throughout the year.

Performance Reviews

DEWA conducts performance reviews. The talent management department collaborates with other departments in the evaluation process. Performance management takes place after every six months. DEWA performance review system considers the target level, expected levels of competencies and the current level of competencies against career path growth.

Performance Assessment

Performance assessment is the formal process of evaluating employee performance at DEWA. The appraiser and the employee hold meeting to assess the overall performance. The talent management department coordinates with the EPM coordinators and other relevant managers about the performance assessment. DEWA assesses employees and departmental performances. The talent management department is responsible for identifying all performance gaps and submitting the findings to the training department, which develops training needs and implement it after the end of the performance assessment. EPM outcomes are also sent to the Career Path department for further review and consideration.

Performance Reward

DEWA also rewards employees based on their performances under performance reward category in the EPM procedures. Performance reward is the last stage in the EPM processes. In this stage, DEWA relates performance outcomes to reward, recognition, promotion and learning and development among employees.

Conclusion

The EPM procedures show that much work and time are necessary to enhance a traditional employee performance management process. While any organisation can have the best EPM system in place, the system can only be useful if managers implement it effectively. All DEWA’s managers and departmental executives participate in the EPM process to ensure its effectiveness. Performance evaluation shows how an organisation and employees are effective in meeting their strategic overall objectives (Stone 23).

DEWA has managed to offer superior products and services because of its employees. Therefore, it is imperative for any organisation to implement EPM systems for identifying, rewarding, recognising and retaining best performers for sustainable achievements (Oberoi and Rajgarhia 1). DEWA understands the importance of performance management. Consequently, it has developed EPM for employees’ performance assessment and it spends a considerable amount of resources to ensure its success.

Works Cited

Dubai Electricity and Water Authority. DEWA’s Vision, Mission, Motto and Values. 2014. Web.

Oberoi, Megha and Rajgarhia Paresh. “What Your Performance Management System Needs Most.” 2013. Gallup Business Journal. Web.

Stone, Raymond. Human Resource Management (7th ed.). Australia: John Wiley & Sons, 2010. Print.

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