Performance Management System Research Papers (original) (raw)

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- PMS, Performance Management System

The focus of this study is on the effects of a poorly implemented performance management system (PMS) on the job behaviour and performance of employees. In the implementation of a PMS, one of the imperatives is that managers ensure that their employees outputs are compatible with that of their organizations goals. The PMS provides vital information on whether the work-integrated learning skills of employees are compatible with the objectives of their organizations. A poorly implemented PMS will fail to motivate an organizations employees, and inevitably their lack of job satisfaction will impact negatively on their self-esteem, productivity levels and outputs. In a poorly implemented PMS as is evident in the findings of this case study, only 8.85% of the respondents agreed that there is daily monitoring of their jobs to ensure it's done properly. The fact that monitoring and evaluation systems seem to be weak could result in the proliferation of an unproductive workforce. The fi...

- by Prakash Singh
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- Business Economics, Performance Management System, Work Ethics
- by GARPH Publication
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- Human Resource Management, Human Resources, Retention, Efficacy

performance management system dpa MHRM

- by Malik Ahsan
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- Performance Management System
- by Kiran Siddiqui
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- Employee Turnover, Performance Management System, Bell Curve
- by rutu parnna
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- Performance Management System

These are the proceedings from the Conference on Reforming the Public Expenditure Management System, which offered an opportunity to discuss a variety of policy recommendations and proposals. It is expected that these will provide momentum for reforming the public expenditure management system in Korea, and serve as references for fiscal reform in other countries as well. Moving towards a Medium-Term Expenditure Framework (MTEF) involves building upon the current budget and policy decision-making process, with an aim to overcome some of the current incentives in the process and improve public expenditure decisions and management. Discussion papers explore the stages of a MTEF process, the role of some of the key institutions in the MTEF process, and references international practices to illustrate points. Further papers discuss MTEF implementation in Korea through the starting point of reform, key issues for introducing MTEF and top-down budgeting, as well as the successful installa...

- by Bill Dorotinsky
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- Business, Public Finance, Public Administration, Economic Growth

Banking commerce in Pakistan is presently opposite a hyper turbulent position where banks have to function in progressively comparable and convoluted localized and international markets. The proficiency to contend in the very fast paced international natural environment is of paramount significance – survival of the fittest being the title of the game. The affray has even become ever strong and demanding with the application of numerous foreign world-class banks and other economic institutions. The study is conducted to reveal the strength and weakness of current performance system in banking industry of Pakistan. For such purpose qualitative research approach is adopted which is supported by open ended interviews of forty employees of four leading banks of Pakistan. The study is supported by performance management documents of MCB, ABL, UBL and HBL Pakistan. It has been identified that MCB is practicing right PMS in Pakistan banking industry which is significantly linked with employee performance and reward system. In rest of three banks there is no well define architecture of PMS, due to which policies for compensation and performance are changing every year. Even there is no proper feedback to employee of their evaluation. Because the current Performance management system in Pakistan is not fulfilling the demands of true Human Resource Management practices so, there is strong room for international banks to take off the local commerce market. To gain the competitive edge, it is indispensable to make corrective changes in architecture of current performance management system in banking industry of Pakistan.

- by IJMSBR Open Access Journal
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- Performance Management System

This is a conceptual study which proposes a new model exhibiting the relationship between performance management system (PMS) and employee engagement (EE), using social exchange theory. Although, there could be many determinants which could affect employee engagement; this particular study intends to review the impact of performance management system on increasing trend of employee engagement. Thorough literature review and synthesis has been carried out for the said theoretical study proposing a new model (Not complete range of articles in the relevant field, however, specific criteria for review has been followed). Relationship of each variable and construct has been established through strong theorizing and logical reasoning. The article covers the broad spectrum activities of performance management system, whereas, the role of HR and Supervisor/Leader has been inculcated as moderators for strengthening its relationship with the employee engagement. Literature shows a positive relationship between PMS and EE if employees receive due care and support from HR and have strong leader-member exchange relationship. Further, future researchers may test the same in different geographical location, demographic features, whereas various personality traits may also be tested since engagement is an individual decision and may vary across various traits; for instance, age race and gender etc. in different cultural settings as individual personality traits vary with the variance of cultural effects.

- by Khalid Rasheed
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- Employee engagement, Human Resources, Performance Management System

The term “performance” originates from old
French parfornir, which means “to do, carry out,
complete, accomplish.” A comparative performance
system (CPS) is a set of elements and
processes to assess the capability of individuals,
organizations, and other subjects to achieve strategic
goals using, as benchmark, the performance
of similar subjects and/or the previous performance
of the unit itself. A CPS supports
decision-making of management directed to
accomplish strategic targets and satisfy stakeholders
in competitive contexts.

- by Mario Coccia
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- Quality Management, Assessment, Performance Studies, Monitoring And Evaluation
- by Faisol Chowdhury
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- Business, Leadership, Performance Management, Performance Measurement

This is a conceptual study which would propose a new model exhibiting the relationship between performance management system (PMS) and employee engagement through individual’s psychological perspective, using social exchange process. The article covers the broad spectrum activities of PMS and uses moderations for strengthening its relationship. Further, the impact of personality traits has been studied through big personality model, which paves the way to identify the traits as predictors of Employee Engagement. The study opens a new horizon for studying individual traits for getting them engaged. The study implies that even highly neurotic personalities have shown positive and performance oriented behavior while they got the sensation of organizational support and supervisor/leader care and concern. However, future researchers may test the same in different geographical location, demographic features, for instance, age race and gender etc in different cultural settings as individu...

The Performance Management System (PMS) in an important aspect of any organization that being to measure the employees’ performance as against the vision, mission, developmental goals of an irrespective of the sector or type of an organization. The PMS is just not limited to performance appraisal system but also includes learning and development, training requirement, to enhance communication across the organization and its bridge between employee and employer for organizational development. In the recent past behavioral aspect of an employee, psychological well being, employee performance deviations, performance measurement and employee training needs to improve performance of organization as a whole included in the performance management of an organization. This study discusses an important aspect of the how to measure one of the performance management system components— employee performance using performance appraisal. This study also discusses various types of performance appraisal system measurements and their merits and demerits and suggested solutions to relieve the misery of untold stories. The study concludes providing meaningful suggestions on measurement of performance appraisal system

The aim of this study was to identify the effect of performance management system on the output of employees in the University Institute of Gulf of Guinea, case study University Institute of Gulf of Guinea (UIG). It defines employee’s performance, performance management and analyzes the effect performance management has on employee’s output. A cross-sectional research design was use to analyze how the phases of the performance management system affect employees’ output. A total of 41 structural questionnaires were issued based on a five-point Likert scale and effectively returned. Data collected was analyzed using Statistical tool for Social Sciences. A regression analyses was conducted to test on the significance of our hypotheses. Results from findings reveals that the development and planning phase has a strong positive effect of 38.9% and was tested significant at 5%. The managing and reviewing phase were tested significant at 5% with a positive effect of 26.5%. The Reward performance phase of the Performance management process is significant at 5% with a positive effect on employees output by 62%. Our findings therefore reveal that performance management system has an effect on employee’s performance of the University Institute of Gulf of Guinea and requested in other Private Learning Institute in Cameroon

The aim of this study is to explore the influence of Performance Management System (PMS) on managers’ performance of Meezan bank in Lahore (Pakistan).PMS is mostly undertaken to let management know the performance of employees since employees’ performance is one of the considerable issues for the organizations in this competitive world.A total of 115 survey questionnaires were distributed through mail to the managers of Meezan bank using simple random sampling and 61 responses were returned which makes 53% response rate. Instrument was developed by the researchers with the help of HRM experts and initially pilot test was done to test the reliability of the instrument which showed all alpha values were greater than 0.80.Pearson correlation, linear regression, mean and S.D techniques were used to check the relationship between predictors and dependent variable.According to findings, all the predictors “job dimension, clear goals and objectives, performance appraisal system and rewards...

- by Hood Laeeq
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- Business, Pakistan, Goal Orientations Theory, Job Performance

The authors report the results of an empirical research study carried out, how the
employee competencies will effect Performance Management System in IT Enabled
Service companies. A survey of 900 employees working in IT Enabled Service
companies around Hyderabad Metro consisting of 550 men and 350 women employees
using a structured questionnaire was carried out. The study empirically measured the
effect of four independent variables, the employee competencies– personal
competencies, knowledge level competencies, job-related competencies and
communication and interpersonal competencies on a dependent variable performance
management system in IT Enabled Services companies. The reliability of the survey
instrument and internal consistencies were measured using reliability statistic
Cronbach alpha and the Cronbach alpha values ranged between 0.70 to 0.86 for men
and 0.67 to 0.82 for women. The results of the multiple regression analysis reveal
statistically significant differences indicating that four independent variables are
significant predictors of performance management system. Statistically significant
gender differences were observed and men and women employees are significantly
influencing performance management system in IT Enabled companies, however there
are no statistically significant different among the different age groups of employees.

- by usman ayub
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- Performance Management, Performance Management System
- by Saad Aslam
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- Business, Performance Management, Performance Management System
- by Craig Furneaux
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- Construction Industry, KPIs, Performance Management System

Monitoring and evaluation (M&E) systems of municipalities in South Africa are by legislation required to serve as an early warning system (EWS), but those currently in place do not have the required characteristics and components of an EWS and, as a result, cannot provide early warning information and could not alert key players and stakeholders of developing problematic trends within municipal service delivery processes. This paper explores common problems and factors affecting municipal service delivery processes, why the current M&E systems of municipalities do not serve as an EWS, and the four steps to establish an EWS are discussed. This paper argues that early warning signs indicating municipal service delivery problems could be detected and applied to defuse budding problems.

Human Development is one of the priorities of the Indonesian government for the year 2021-2024. The Performance Management Policy, which was just issued in 2020, is one of the breakthroughs to support human resource apparatus reform. However, data shows that there are still many obstacles faced for its implementation, especially in facing a new normal era at some local governments. This study contributes to ongoing evaluation and solutions in improving government performance through improving the performance of its apparatus. Various documents and data related to the implementation of performance management will be investigated to establish a mapping of problems and constraints, as well as alternative solutions. Using various supporting documents from various agencies both at the central and regional levels, various efforts and obstacles can be shown. Some of the challenges that are still being faced are given alternative solutions that can be applied to overcome these performance problems.

The term “performance” originates from old French parfornir, which means “to do, carry out, complete, accomplish.” A comparative performance system (CPS) is a set of elements and processes to assess the capability of individuals, organizations, and other subjects to achieve strategic goals using, as benchmark, the performance of similar subjects and/or the previous performance of the unit itself. A CPS supports decision-making of management directed to accomplish strategic targets and satisfy stakeholders in competitive contexts.

- by Mario Coccia
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- Quality Management, Assessment, Performance Studies, Monitoring And Evaluation

Organizations seek to be more competitive and efficient by implementing various types of business intelligence (BI) systems. However, it seems common that user participation during the system development and design has been neglected and not considered as important, resulting in the poor quality of the system.This has eventually resulted in the BI system failure. This paper seeks to investigate the relationship between user participation and the quality of system and how the users can participate during the development and the design of BI system. Organizations therefore, need to improve the user participation and quality of system to achieve the objective of Business Intelligence. A quantitative approach by means of survey is adopted withquestionnaire as technique to collectdata. A total of200questionnaires were distributed tothe headquarters bank employees in Jordan who use BI system. The returned and usable questionnaire were 52%. The data was analyzed using SPSS version 19. Finding revealed that, there is a positive and significant relationship between user participation and system quality on BI system success. This indicates that the high system quality and user participation would improve the effectiveness of BI system as well as avoid the system failure.

The aim of this study is to explore the influence of Performance Management System (PMS) on managers’ performance of Meezan bank in Lahore (Pakistan). PMS is mostly undertaken to let management know the performance of employees since employees’ performance is one of the considerable issues for the organizations in this competitive world. A total of 115 survey questionnaires were distributed through mail to the managers of Meezan bank using simple random sampling and 61 responses were returned which makes 53% response rate. Instrument was developed by the researchers with the help of HRM experts and initially pilot test was done to test the reliability of the instrument which showed all alpha values were greater than 0.80. Pearson correlation, linear regression, mean and S.D techniques were used to check the relationship between predictors and dependent variable. According to findings, all the predictors “job dimension, clear goals and objectives, performance appraisal system and rewards and recognition” have significant relationship with performance of managers of Meezan bank (Lahore). It is proposed that top management of Meezan bank should considerably look at the formal implementation of the PMS for sustaining competitive advantage.

- by Keith D Hampson
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- Construction Industry, KPIs, Performance Management System

The most important upbeat facet for any organization in the present day regardless of motive, is Human Resource. This is conceivably so because, it is the starting place of achieving competitive plus. The management of this valuable resource in higher educational institutions (HEI’s) in Nigeria remains even more tasking and challenging than managing other material resources such as finance, technology and etc. To be able to effectively manage human resource, adequate, appropriate and sound human resource management practices need not to only be institutionalized but also interceded. This paper proffered a model that captures this relationship and ensures effective performance management system in Nigerian HEI’s.

- by Bill Dorotinsky
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- Public Finance, Public Administration, Economic Growth, Performance Management
- by usman ayub
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- Performance Management, Performance Management System

Furneaux, C. School of Management, Queensland University of Technology and the Sustainable Built Environment National Research Centre (email: c.furneaux@qut.edu.au) Hampson, K. CEO, Sustainable Built Environment National Research Centre... more

- by Stephen Kajewski
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- Construction Industry, KPIs, Performance Management System

The term “performance” originates from old French parfornir, which means “to do, carry out, complete, accomplish.” A comparative performance system (CPS) is a set of elements and processes to assess the capability of individuals, organizations, and other subjects to achieve strategic goals using, as benchmark, the performance of similar subjects and/or the previous performance of the unit itself. A CPS supports decision-making of management directed to accomplish strategic targets and satisfy stakeholders in competitive contexts.

- by Mario Coccia
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- Quality Management, Assessment, Performance Studies, Monitoring And Evaluation

The term “performance” originates from old French parfornir, which means “to do, carry out, complete, accomplish.” A comparative performance system (CPS) is a set of elements and processes to assess the capability of individuals, organizations, and other subjects to achieve strategic goals using, as benchmark, the performance of similar subjects and/or the previous performance of the unit itself. A CPS supports decision-making of management directed to accomplish strategic targets and satisfy stakeholders in competitive contexts.

- by Igor Benati
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- Quality Management, Assessment, Performance Studies, Monitoring And Evaluation

The term “performance” originates from old French parfornir, which means “to do, carry out, complete, accomplish.” A comparative performance system (CPS) is a set of elements and processes to assess the capability of individuals, organizations, and other subjects to achieve strategic goals using, as benchmark, the performance of similar subjects and/or the previous performance of the unit itself. A CPS supports decision-making of management directed to accomplish strategic targets and satisfy stakeholders in competitive contexts.

- by Mario Coccia
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- Quality Management, Assessment, Performance Studies, Monitoring And Evaluation

The Australian Construction Industry Forum (which is a peak industry association) and the Australian Procurement and Construction Council (which is a peak government organisation) have jointly agreed on a set of KPIs for the Australian Construction Industry. The goal of such a process is to work collaboratively in order to lift industry performance overall, and thereby bring about economic and social benefits to the industry and broader community. This paper seeks to underpin the process of KPI measurement by providing: an overview of international approaches to KPI measurement, summary of difficulties identified in performance measurement together with possible responses to these problems, and finally a discussion on the various methods for reporting KPIs. A number of findings throughout the paper, based on the review, made in order to advance the goal of performance measurement in the construction industry in Australia. Such findings would be relevant to other countries considerin...

- by Stephen Kajewski
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- Engineering, Construction Industry, KPIs, Performance Management System

ZTBL replaces its Annual Confidential Report system by Performance Management System. Employees are however placed in novel and uncertain. Their perception and reaction to the new system is essential for the success for new system. The study encompasses how each evaluation system is ranked by employees. How employees differentiate them and how can it help in the performance measurement framework. These are imperative for increasing productivity, motivation, performance augment and job satisfaction.

- by Usman Ayub
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- Business, Performance Management, Performance Management System

ABSTRACT Purpose – The purpose of this paper is to examine the association between three organizational factors (the use of multi-dimensional performance measures, link to rewards, and training) and three organizational culture dimensions (innovation, outcome orientation, and teamwork) with the effectiveness of performance management systems (PMSs). Design/methodology/approach – Data were collected by survey questionnaire from a random sample of 450 Australian local governments. Findings – The performance management systems of Australian local councils are only moderately effective in relation to performance related outcomes, and less effective in relation to the achievement of staff related outcomes. The results indicate a significant relationship between the use of multidimensional performance measures, link of performance to rewards, training and two organizational culture factors (team work/respect for people and outcome orientation) with the effectiveness of PMSs. Different factors were found to influence the effectiveness of PMSs for large and small sized councils. Practical implications – The findings imply that there is a need for the managers of local government councils to improve the effectiveness of their PMS. Originality/value – The study provides an initial empirical examination of the effectiveness of performance management systems and the influential factors in the Australian local government context. The study assists local government managers in effectively managing their employees and operations.

- by Kevin Baird
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- Performance Management, Performance Management System
- by Nura Allumi
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- Business, Management, Business Administration, Business Ethics

- by Keith Hampson
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- Construction Industry, KPIs, Performance Management System

The construction of an appropriate performance measurement system is an important objective that every company is facing today. Firms using sustained performance measurement systems in management achieve higher efficiency. An identification of solutions in performance measurement applied in Polish enterprises has been made and is based on the analysis of the existing relations between the size of the company, the economic sector, variables describing development strategy and measurements of its implementation, as well as the performance measurement organization. Dependences occurred among the variables: character and the frequency of applied aims measures, possession or not of a development strategy, indicators and economic-financial variables and the way of connecting exploited measures with the motivation system.
The source of the data for the contingency tables was a nationwide survey conducted by the CATI method, which was covered by 300 Polish companies (National Science Centre Project number N N115 436640 “Key indicators of performance management”). Identification was accomplished by the chosen statistical tests and measures.

- by Andrzej Niemiec and +2
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- Performance Measurement Systems, Business efficiency, Performance Management System