Effective Performance Management System Research Articles

Evaluation of the Effectiveness of the Performance Management System in the Ministry of Higher Education

The main objective of performance assessment is to manage to provide the necessary information about the personnel employed in the organization to be available to managers in order to make appropriate decisions to promote the quality and quantity of employee work. The main objective of this article is to evaluate the effectiveness of the staff performance management system in the Ministry of Higher Education. This is descriptive research in terms of data collection method and in terms of purpose tactical research and in terms of qualitative and quantitative analysis. The statistical population of this study is all employees of the Ministry (720) the indicated assembly (72) was determined with a confidence level of 90 percent and a sampling error of 10 percent using Crecy and Morgan formulas. The most important findings of the research showed that Performance management in the Ministry of Higher Education has created a conducive environment for better performance among employees up to a limit, but this system has not produced the effective results that it was supposed to produce in improving employee performance, but there has been a series of problems and inadequacies, and evaluation performance management does not form the basis of the reward system in this organization, and the performance management of the work in this ministry is not so tangible that all employees have same the reception and have a theme opinion about it.

The Effect of Performance Management System on Employee Productivity in Cross-Border E-Commerce Enterprises in China

The Effect of Performance Management System on Employee Productivity in Cross-Border E-Commerce Enterprises in China

Internal Factors on Effectiveness of Performance Management System S

The purpose of this paper is to examine the Performance Management during Pandemic Covid 19 throughout two perspectives impulse of standard-oriented and excellence-oriented applied it in order to improving culture organisation through real-time individual performance as well as continuous improvement organisational development through freshly insight. A literature review is conducted using a systematic literature search design using the two perspective of performance management. The two perspectives of performance management are entirely compatible with the notion of Standard-oriented or Excellence-Oriented applied in both contain measuring and appraising the performance workforce addressing the productivity and quality measurement, The limitation of publication to design framework performance management, thus been impulse create the model of performance management base two perspectives

The impact of perceived effectiveness of performance management system on affective commitment: Employee participation as a moderator

Palestinian companies nowadays realize the importance of performance management systems. This study examines the moderating effect of employee participation in the relationship between perceived effectiveness of performance management system and affective commitment of employees in Palestinian service companies. A questionnaire was designed using Google Docs and distributed randomly via e-mail among 174 employees working in Palestinian service companies. A structural equation modeling, using AMOS V26, was used to test the hypotheses. The findings showed that perceived effectiveness of performance management system has a significant positive impact on affective commitment (β = 0.77; p-value = 0.000). While the justice dimension of perceived effectiveness of performance management system has a significant positive impact on affective commitment (β = 0.52; p-value = 0.007), the accuracy dimension was found insignificant (β = 0.26; p-value = 0.178).Regarding the moderating effect, neither the interaction between the perceived effectiveness of performance management system and employee participation (β = –0.031; p-value = 0.465) nor the justice dimension was significant (β = 0.103; p-value = 0.203). Nevertheless, the interaction between the accuracy dimension and employee participation was negative (β = –0.14; p-value = 0.034). This study yielded support for the importance of perceived effectiveness of performance management system. Employees who perceived the performance of management system to be effective have higher affective commitment. Therefore, managers, especially HR managers, in service companies should pay more attention to the perceived effectiveness of performance management system, especially its justice dimension, to gain the benefits of committed employees.

Talent Management in the Organization: How to Build an Efficient Performance Management System?

Talent Management contributes to improved performance within the organization, this study examines the moderation effect of effective performance management systems as well as the relationship between talent management and organizational performance. This research was conducted in the field of public services and specifically aimed at public service officials in the city of Bandung. The research focused on 26 subdistricts. The survey of 430 respondents, consisting of Structural officials, was used for analysis. This study uses SEM in AMOS's statistical analysis package. Research explains that performance management systems moderate the relationship between talent management and organizational performance showing that performance management systems can be used as strategies to identify talented employees; integrate, restructure strategies and strengthen employee-management relationships to improve their organizational performance.

Exploring the Inclusion of Sustainability into Strategy and Management Control Systems in Peruvian Manufacturing Enterprises

The aim of this work is to explore the incorporation of sustainability into strategy and management control systems (MCSs) in Peruvian manufacturing enterprises in the plastics sector. The study focuses on identifying and analyzing the current way they incorporate and manage sustainability to determine the shortcomings that must be corrected in the future to design an effective performance management system (PMS) that includes sustainability to help companies achieve sustainable growth. The method of multiple case study analysis was used. Data was obtained from four Peruvian manufacturing firms in the plastics sector through seven semi-structured interviews. The findings suggest that sustainability is partially incorporated into the company’s strategy, and that especially in medium-sized enterprises, managers do not know how to implement sustainable management accurately. Concerning MCSs used, in medium-sized companies, short-term planning is carried out and they are limited to the control of the economic operational perspective and lack concrete measures regarding social and environmental aspects. Finally, we conclude that this study allowed us to know how sustainability is really managed in Peruvian manufacturing enterprises in the plastics industry and that it is necessary for these companies not only to incorporate sustainability into their strategy but also to implement a holistic PMS to be used as a broad-scope MCS to achieve sustainable growth.

Exploring the Work Engagement as Mediator in finding Impact of Job Insecurity on Job Performance

The performance is the most significant phenomenon that can influence the entire working format of the organizations in productive or adverse manners based on the effectiveness of performance management system. Similarly, job insecurity is the phenomenon wherein the individuals are worried about their professional affiliations with undesired possibility of losing their jobs. Likewise, work engagement denotes the degree of individual’s engagement in assigned responsibilities. This study examined the role of work engagement as mediator in connecting the job insecurity and job performance. The data was collected (employees from NGOs) through questionnaire adapted from existing studies with the aim to measure the research issues and their interrelationships. The data was analyzed by using different statistical procedures like correlation, regression and mediation to find answers of research hypotheses about the relationships among research variables as developed from theoretical framework to reach the conclusion comprehensively. The results show positive association, significant impact and partial mediation. Some recommendations are offered to policy-makers and future researchers as extracted from the results of the study.

Emotional Intelligence and its Impact on Effective Human Resource Management

There is increasing acceptability of emotional intelligence as a major factor in personality assessment and effective human resource management. Emotional intelligence as the ability to build capacity, empathize, co-operate, motivate and develop others cannot be divorced from both effective performance and human resource management systems. The human person is crucial in defining organizational leadership and fortunes in terms of challenges and opportunities and walking across both multinational and bilateral relationships. The growing complexity of the business world requires a great deal of self-confidence, integrity, communication, conflict, and diversity management to keep the global enterprise within the paths of productivity and sustainability. Using the exploratory research design and 255 participants the result of this original study indicates a strong positive correlation between emotional intelligence and effective human resource management. The paper offers suggestions on further studies between emotional intelligence and human capital development and recommends conflict management as an integral part of effective human resource management.

An Assessment of Teachers’ Performance Management System: The Case of Saudi Ministry of Education

The main aim of this study is to examine the effectiveness of performance management system of teachers in the Saudi Ministry of Education.The study also explores whether the performance management system provides all the information needed to reflect teachers’ efficiency and productivity. The current research aims to identify the shortcomings of the performance management system for teachers in order to determine how teaching quality may be developed and improved. This is accomplished through a self-administered questionnaire survey of teachers, designed to measure teachers’ opinions of the performance management system. A total number of teachers completed the survey was 502. Statistical Package for Social Science (SPSS) was used to analysis the data. The findings of the study demonstrate that teachers’ perceptions regarding their performance management system are generally oriented towards dissatisfaction. The results show that this dissatisfaction arises from the problems relating to the performance management process itself. Additionally, the performance management system for Saudi teachers does not capture the necessary information for managers to make informed decisions and policies in relation to the teachers. Moreover, many performance management system-related problems such lack of training of head teachers for conducting performance management system along with teachers’ beliefs about bias errors existing in performance management system caused teachers’ dissatisfaction. Therefore, this study has proposed recommendations to overcome the shortcomings of the existing system and to enhance teachers’ satisfaction with their performance management system.

A Study of Performance Management System as a Strategic Tool of HRM

In present hard-hitting competition, one of the strategies to be a successful organization is to get right candidates for every available position in the organization and retain the good employees to have better and highly motivated workforce. So what actually needed for an organization and managers is to attract, retain and motivate a talented workforce? It is proven fact that all high performance organizations whether public or private are and must be focus on developing and adopting effective performance measurement and performance management system; because it is only with the help of these systems organization can remain high performer. Now-a-days, in any industry whether small or big, human resource management not just plays traditional role but they are using various strategical tools of HRM to evaluate its employees’ performance and manage it accurately with a new system in the field of HRM known as Performance Management System (PMS). PMS helps the organization in aligning individual’s goal and objectives with organizational objectives. This paper deals with how PMS can be utilized for taking various strategic HR decisions and the effectiveness of PMS. The result of the study shows that a performance management system acts as a strategic tool and a powerful foundation for the employees to achieve their ambitions and organizations to achieve their key financial goals.

Effectiveness of Performance Management System for Employee Performance Through Engagement

This article seeks to explore the effectiveness of a comprehensive performance management system in terms of employee performance. Besides, the mediating effect of work engagement was also examined. The performance management system effectiveness (PMSE) was determined by the extent of its accuracy and fairness, as recommended by previous researchers. A sample of 285 employees was selected from various branches of private banks located across Pakistan. A structured questionnaire was used, which was validated through confirmatory factor analysis (CFA) in the Pakistani context. The results indicated a significant impact of PMSE and work engagement on task and contextual performance of employees. Also, complementary mediation of employee work engagement in the relationship between PMSE and employee performance (in terms of task and contextual performances) was also supported. The findings of the research are helpful for the development of HR and PMSE strategy in the private banks of Pakistan. The study also suggests that a comprehensive PMSE model including the perception of fairness as a mandatory part, may be introduced for employees’ enhanced work engagement and task/contextual performance. The mediating relationship of work engagement has established the process of PMSE for the task and contextual performances of employees, which is a valuable contribution of the study.

Investigating design targets for effective performance management system: an application of balance scorecard using QFD

PurposeAn effective performance management must track level of employee engagement, ensure employee feedback on all aspects and ensure that the people act on that information. Also, it must ensure accessibility of essential conditions to perform. Considering the challenges associated with existing performance management system, present study attempts to discover factual expectations from the employees. The paper also establishes required conditions for fulfilling such expectations.Design/methodology/approachPresent study attempts to discover factual expectations from the employees using the Balance Scorecard approach (BSC). Furthermore, using Quality Function Deployment (QFD), relation between employers' expectation and requirements necessary to fulfill such expectations has also been determined.FindingsThe suggested model has been developed as House Of Performance Management (HOPM) outlining potential leveraging points for enhancing the performance, based on which immediate actionable measures for effective and efficient performance management can also been advocated. The HOQ suggested in this paper can be source of reference while developing performance management system for an organization. Besides, it can help the Human Resource team to discover strategic opportunities and set targets.Originality/valueEffective goal setting, pooled with a method to track progress and identify obstacles, contribute to attainment of bottom to top line results. However, designing and implementing such performance management system has been associated with many challenges like lack of top management support, perception of the process as time-consuming, failure to communicate clear and specific goals and expectations, lack of consistency, etc. (Managing employee performance, 2019). Hence most organizations have been increasingly looking for effective ways of assessing employee performance that can promote stakeholders' satisfaction, employee engagement and continuous improvement.

Performance Management Systems

The purpose of this study is to develop a model for evaluating and improving performance in organizations. The design of research is based on Pulakos' performance management process model and follows the mixed methods research approach. The findings of the study reveal factors leading to challenges with performance management systems (PMS) in firms based on Pulakos' performance management process model. The study then provides recommendations for factors that can be used to address challenges with performance management systems in firms. The recommendations made are consistent with the general propositions among leading researchers in this field that effective performance management systems should be simplified, aligned with organizational goals and culture, tailored to the employees and should have strong leadership. The study also generated an integrated process model that can be used as a simplified guide for designing new PM systems, modeling and improving existing PM systems, reviewing and testing PM systems for efficiency, etc.

Investigation of Performance Management System and its Effectiveness with Special Reference to Garment Factories in Katunayake Export Processing Zone in Sri Lanka

Performance management deals with identifying, measuring and developing performance of individuals, groups and teams and aligning performance with the strategic goals of the organization with the ultimate objective of improving organizational performance. This research was conducted with special reference to large scale garment factories in the Katunayake Export Processing Zone in Sri Lanka. The main objective of the study was to investigate the effectiveness of the performance management system with the implications of a systematic process of managing employee performance. Data were collected from managerial and executive level employees of the selected garment sector organizations. A structured questionnaire developed by the researcher was used to collect data the sample was selected using convenient sampling method. Hypotheses testing was used to complete the research study and Sixty seven participants have responded with a forty two percent response rate. Statistical Package for Social Sciences (SPSS 21) was utilised as the statistical tool to analyse data. Findings of the research suggested that the effectiveness of the performance management system is at an effective level and the components of the performance management system; planning performance, monitoring performance, reviewing performance, improving performance and managing unsatisfactory performance are positively related with the effectiveness of the performance management system. Furthermore, it was found that monitoring and reviewing performance are the most critical variables which determine the effectiveness of performance management system. In addition to these findings, slight variations between managers and executive employees were found in terms of perception on the same performance management system.

Exploring the unfathomable causes of dysfunctional behaviours in the Ghanaian public service: perspectives of social capital

PurposeGlobal concerns over dysfunctional behaviours including bribery and corruption, embezzlement of funds and other conducts by leaders and public officials have become ubiquitous in organizations. Although national and organizational systems have been instituted to make these behaviours a high-risk and low-gain activity, these behaviours have been pervasive in the moral psyche of nations, especially in developing countries. The purpose of this study is to examine the underpinning factors exacerbating dysfunctional behaviours in Ghana's Public Service (GPS) and link these causes to social capital theory.Design/methodology/approachThis is a qualitative case study, which employed semi-structured interviews, focus group discussions (FGDs) and documentary reviews as the data collection instruments. In all, 20 in-depth interviews and four FGD were conducted.FindingsThe following were used to explain how social capital contributes to dysfunctional behaviours: the extended family system, respect for the elderly, moral tone of the nation and in-group member effect, organizational politics and politicization of the service.Research limitations/implicationsThe main limitation of this research is the limited sample size, which does not portray the views of all employees working within GPS.Practical implicationsHR has a crucial role in intervening to ameliorate this challenge. The mechanisms to deploy include the development of employee awareness and skills on ethical behaviours, instituting ethical governance culture, encouraging, rewarding ethical behaviour and introducing effective performance management systems. This will enhance employees' behaviours and ensure improved engagement and overall good governance practices and ethical behaviour.Originality/valueThe main value of this research is its contribution in bringing to the fore some underlying causes of dysfunctional behaviours in the public service of developing countries.

Exploring the coach–administrator relationship within the SA cricket development environment

ABSTRACT Research question: The increased competitive demands placed on modern sports organisations, intensifies pressures on coaches to produce positive results. These factors may increase relational tensions between managerial-sports leaders (administrators) and the leaders of sports teams (coaches). Few studies have explored the challenges facing coaches when attempting to achieve performance success. Utilising institutional logics and the concepts of trust and power, this study investigated the relationship between coaches and administrators by exploring the various interactions and negotiations involved when in the context of competitive demands. Research methods: The views of thirteen highly experienced cricket coaches, with multi-layered coaching experiences operating in the South African cricket development environment, were recruited for semi-structured interviews, raising several significant themes. Results and findings: A significant challenge to coaches were administrators exhibiting a lack of understanding of the environment required to develop cricketers, providing areas of conflict such as; perceived differences in priorities leading to non-collaborative, ill-judged and, at times biased decisions; differences in priorities affecting resource allocation to drive and sustain long-term development due short-term financial decision-making and result-driven agendas. Implications: Theoretically, this research explores how institutional logics, trust and power enhance our understanding of the coach-administrator relationship and have potential research implications for understanding similar dynamic relationships in other sport organisations. Practically, one implication for sports organisations is the role and importance of developing and applying more effective coach performance management system to alleviate potential problems in these relationships.

Pengaruh Karakteristik Manajemen Kinerja Terhadap Kinerja Aparatur Pemerintah

The decline or low public confidence in government institutions is a fundamental problem in Indonesia as well as in developed countries. The decline of trust occurred among others due to the rampant corruption cases conducted by public officials and non-conformity of services provided to the expectations of the community. To overcome this it is necessary to make efforts by the government to restore public confidence in government institutions. Implementation of performance management system can be one of the efforts to improve the performance of the apparatus and restore public confidence in government institutions. An effective performance management system should be supported by the characteristics of a good performance management system. This study focuses on the characteristics of performance management system activities and structure of performance management systems. This research uses explanatory quantitative method with sample of 116 employees who work in the Agency of Financial and Development Supervision. The results of the analysis show that the performance management system activities and structure of performance management systems have a significant and positive effect on the performance of the apparatus.

Impact of Talent Management on Organizational Performance: The Moderating Role of an Effective Performance Management System

Despite the theoretical and empirical evidence that talent management improves organizational performance it is still one of the main challenges facing organizations worldwide and specifically in the health sector. This study examines the moderating effect of an effective performance management system on the relationship between talent management and organizational performance. This study was carried out on the public health sector and was specifically focused on public health workers in Jordan. The study focused on 30 public hospitals in Jordan. A survey of 430 respondents that were made up of public health workers was used for the analysis. SEM in AMOS statistical analysis package was used is this study. The findings showed that a performance management system moderates the relationship between talent management and organizational performance. This suggests that performance management system can be used as a strategy to identify talented employees; integrate, re-strategize and strengthen management-employee relationship to improve their organizational performance.

A PROPOSED MODEL FOR HUMAN RESOURCE DEVELOPMENT TO ACHIEVE SUSTAINABLE DEVELOPMENT IN THE PHARMACEUTICAL SECTOR

This study aimed to propose a model for human resources development practices and activities, in addition to identifying sustainable development activities in pharmaceutical companies, the researchers has used the analytical, descriptive method for this purpose and used a chick-list (Questionnaire) as a main tool for data collection. The researchers distributed (376) questionnaires to the targeted sample, and the collected data were analyzed using Statistical Package for the Social Sciences (SPSS). The most important results of the study were as follows: There is a statistically significant relationship between the development of human resources and achieving sustainable development, and that there is a strong correlation with a significant significance at the level (α = 0.05). The requirements of human resources development affect and interpret on average about 80.2% of the requirements to achieve sustainable development in the companies under study. The vocabulary of the research sample showed a general trend towards approving the positive elements of human resources management practices that affect the process. Achieving sustainable development within the pharmaceutical industry companies under study, with an average of (3.86). The practice of training management activities is the most important and most influential element in achieving human resources development within the pharmaceutical industry companies under study with a relative importance of 80.69%. Activities of environmental protection is the most important and influential in the requirements for achieving sustainable development within the pharmaceutical industry companies in the study element and that the relative importance of 79.78%. Most important recommendations of the study, that the methods of identifying modern training needs should be used to meet the skills and knowledge needs of the company's human resources, and the design of an effective performance management and evaluation system that enables management of objective assessment of the company's human resources, and that the environmental requirements and standards contained in environmental legislation and conventions must be adhered to. So as not to subject the company to fines and penalties, and give priority to suppliers who have certificates of management and environmental protection.

Understanding the effectiveness of performance management system

Purpose The purpose of this paper is to explore factors that can influence on the police officer’s perception of the effectiveness of the performance management system (PMS). This study examines the effect of the attitude of employees and causal relationships between organizational/individual factors and the effectiveness of PMS during the implementation process. Design/methodology/approach The authors conducted a nationwide online survey of 10,619 police officers in South Korea. Structural equation modeling was employed to analyze multiple relationships simultaneously. The authors constructed a baseline model and also examined an alternative model in order to increase the model’s explanatory power. Findings Police officers’ perception of the understanding of the PMS, manager’s concern, participation and performance information (PI) usage exerted significant effects on the perceived effectiveness of the PMS. However, the relation between understanding of the PMS and PI usage was not significant. The study identified organizational and institutional settings for the success of the PMS. Overall, results support findings of previous studies that suggest an important role of common consensus on performance indicators and agreement between managers and employees. Research limitations/implications While the data size of this study is quite large, it should be considered that the respondent’s preferences on the PMS might have influenced survey results. Findings are limited by the use of a cross-sectional design. Future studies may investigate changes in causal relationships over time by employing a panel design. In addition, various survey items related to the practices of the PMS within the police organization need to be included in future studies. Practical implications To improve the effectiveness of performance management in the police organization, decision makers and managers must emphasize behavioral aspects of the system, especially the causal relationship between practices and perception of the usefulness of the system. Originality/value Despite the wide use of PMS in police management practice, police officers’ perception of the effectiveness of these systems has received little attention in the field. This study indicated a causal link between the factors in the PMS and the perception of the police officers.