Effective Performance Management Research Articles

Análisis Crítico de los Indicadores de Salud en la Atención Primaria: Una Mirada desde Brasil

This paper examines the importance of health indicators in the context of primary care, considering the evolution from the Declaration of Alma-Ata to the present, with a particular focus on the Unified Health System (SUS) in Brazil. The need for an intersectoral perspective in health management is highlighted, recognizing that health problems go beyond the mere treatment of diseases. It discusses how primary health care (PHC) acts as the first point of contact with the health system, emphasizing the importance of comprehensive and person-centered care. In addition, the challenges and advances in the implementation of public health indicators in the context of SUS are examined, highlighting the need for effective management and continuous evaluation of system performance. Obstacles related to decentralization and regionalization of health services are discussed, as well as the importance of community participation and empowerment in health promotion. In this regard, the relevance of close collaboration between academia and administration to develop effective strategies to improve the quality of health services is emphasized. This analysis underlines the importance of health indicators as fundamental tools to guide public policies, evaluate system performance, and guarantee equitable and universal access to quality health services.

Examine the Advantages of An Integrated Scalability Approach at Various Cloud Stack Layers

The development of cloud computing has significantly altered how services are built, deployed, and made accessible to users outside of the organization. In actuality, the pay-as-you-go model of dispersed IT supported by the cloud computing paradigm calls for the outsourcing of software services and applications. In this situation, the capacity to ensure effective cloud performance management and to facilitate automated scalability become fundamental prerequisites. Users of the cloud are becoming more and more interested in a transparent and coherent image of the cloud, where performance is guaranteed in a variety of situations and under a variety of loads. In this essay, we examine the advantages of an integrated scalability approach at various cloud stack layers, concentrating on the database and compute infrastructure layers. In order to achieve this, we offer various performance measurements and a set of rules based on them to assess the cloud stack's condition and scale it as needed to maintain stable performance. Then, using a proof-of-concept architecture, we empirically investigate three scaling scenarios for cloud performance: database only, computing infrastructure solely, and the scenario where computing infrastructure and database compete for resources.

Effectiveness Of Human Resource Management In Improving The Quality Of Government Higher EducationBandar Lampung City

People are one of the most important assets in an organization. The effectiveness of human resource management in improving school quality can be measured using several indicators. One is the ability of school leaders to plan, organize, direct and manage school personnel. The purpose of this study is to analyze the effectiveness of human resource management (HR) for improving the quality of schools in SMA Negeri Se Kota Bandar Lampung. This research includes an analysis of the literature examining the role of human resources in educational settings, including teacher influence, performance management, leadership, collaboration, and parental and community involvement. The research method used is a literature study by collecting data from various theoretical sources and relevant references. Research results show that human resources play an important role in improving school quality. Teachers, the most important human resources department, have great influence in providing quality instruction and guiding students. The importance of teacher professional development and skill enhancement is an important aspect in improving the quality of education. In addition, effective performance management and good leadership help create a positive and motivating work environment for school personnel. The cooperation and participation of parents and the community also helps improve the quality of education. There are various problems in personnel management of public high schools across Bandar Lampung city, such as: Addressing these issues through the development of appropriate policies and practices can ameliorate the potential impacts on school quality, such as ineffective recruitment, lack of skills development and low motivation. increase. It is important to be diligent in recruiting and selecting teachers, providing ongoing training, strengthening performance management, and strengthening partnerships with parents and the community.

Examining employee experiences of hybrid work: an ecological approach

PurposeThe purpose of this paper is to explore the various forms of organizational and team-level actions that were perceived to be helpful or not helpful by employees as they navigate the hybrid work arrangements and how these had an impact on their work behaviors and experiences. This research utilized Bronfenbrenner's ecological systems theory as framework.Design/methodology/approachThe exploratory study used a qualitative approach in gathering data via online survey from a total of 45 Filipino employees working in a hybrid work arrangement for at least three months. The analysis utilized both inductive and deductive methodologies in examining the data. Inductive thematic analysis was used in coding the data based on the participants' responses, while the deductive approach ensured that the themes are aligned with the research questions and reflect the different systems within Bronfenbrenner's EST (1986).FindingsResults surfaced helpful organizational (e.g. provision of work tools, financial assistance, supportive policies and engagement and wellness initiatives) and team level actions (i.e. use of technology-based communication tools, open virtual door policy, effective performance management system, employee care practices and team engagement activities). Actions that were perceived as not helpful include inadequate technological infrastructure, poor communication, insufficient training, punitive policies/practices and leadership issues at the organizational level as well as unresponsive colleagues and ineffective implementation of policies/processes at the level of teams. Employees reported being able to build on savings, becoming more productive and having greater work–life balance amid hybrid work. However, they continue to be challenged by blurred boundaries and inability to disconnect from work similar to when work was done remotely and now with sustaining momentum given the shifts on where they do their work.Practical implicationsThe findings of this study may guide programs and initiatives of human resource management practitioners and organizational leaders as they support employees in navigating through hybrid work.Originality/valueThe research expands extant knowledge on practices and experiences in hybrid work (Gifford, 2022). It also contributes to studies on human resource management that are nuanced based on where work is performed (Ng and Stanton, 2023) or with emerging work arrangements.

Pengelolaan Kinerja Berbasis Balanced Scorecard

The Effective performance management is a key factor in achieving the strategic goals of government organizations. This study aims to find out how the use of the balanced scorecard in managing performance management at KPPBC TMP Merak by using the perspectives of stakeholders, customer, internal process, and learning and growth and to find out whether using the balanced scorecard can describe success in achieving performance at KPPBC TMP Merak. The research method used is descriptive qualitative research with primary and secondary data collection. Data collection was carried out by means of observation, interviews, and documentation. The results of the study show that the application of the balanced scorecard in managing performance management at KPPBC TMP Merak using the perspectives of stakeholder, customer, internal process, as well as learning and growth is going very well and by using the balanced scorecard success can be described in achieving organizational performance at KPPBC TMP Merak as evidenced by the status of indicator 19 (nineteen) Main Performance Indicators for 2022 which are green (successfully achieved) and Organizational Performance Score (NKO) in 2020 to 2022 worth above 100 with a special title

Designing a Performance Management Strategy to Retain Employees in an IT Consulting Startup

In today’s competitive business environment, attracting and retaining top talent is a significant challenge. Developing an excellent employer branding strategy that aligns with an effective performance management strategy is critical to achieving these objectives. Regular performance appraisal is one measure that can enhance employee engagement by providing clarity about roles and responsibilities. Indonesia is expected to face a talent shortage of about nine million skilled and semi-skilled professionals between 2018 and 2030. Retaining top employees is crucial, and factors such as compensation, development opportunities, collaboration, workload, and feedback are critical to employee performance. A proposed performance management strategy for the IT Consulting Startup includes developing performance objectives, differentiated compensation, and regular feedback. By implementing these recommendations, the startup can retain top talent, create a positive workplace culture, and drive organizational success.

Business intelligence on firm s performance: The mediation effects of open innovation and financial performance

Purpose- In order to recognize and adapt to the changing demands and desires of their customers, businesses must become more inventive. This is made necessary by the quickly evolving multinational business environment and the extraordinary technological breakthroughs. Due to assure firm performance, these intelligence businesses must be able to respond to the complex dynamics in the global marketplace successfully, accurately, efficiently, and fast. Open innovation can be created to enhance performance by using knowledge learned about outside projects, rival businesses, clients, and new technologies. The purpose of this study is to ascertain the impact of business intelligence on a firm's performance with the mediation effect of open innovation on financial performance. Methodology- The statistical population for this study consists of 200 managers from internet technology and software enterprises. There are 132 company managers in the sample. A questionnaire that was distributed and gathered using a non-probability sampling technique is the data collection tool in this study. The research data were also examined using Smart-PLS and SPSS software. In this study, both descriptive and inferential analyses were used. Findings- Data analysis using PLS software and research findings demonstrate that business intelligence and open innovation have a positive influence on financial and firm performance. The findings also show that open innovation and financial performance play the roles of mediators. Conclusion- The results demonstrate that higher business intelligence levels enhance firm performance. In today's fast-paced and competitive company world, managing and optimizing business performance is essential for maintaining viability as well as maximizing firm profitability. In order to access performance, effective business performance management will combine business analytics with open innovation. Business intelligence can therefore offer a foundation for comprehending which data is pertinent for open innovation and company business improvement. Keywords: Business intelligence, firm performance, financial performance, open innovation JEL Codes: M20, L25, O36

Parameter Identification of Solar Photovoltaic Systems Using an Augmented Subtraction-Average-Based Optimizer

Solar photovoltaic system parameter identification is crucial for effective performance management, design, and modeling of solar panel systems. This work presents the Subtraction-Average-Based Algorithm (SABA), a unique, enhanced evolutionary approach for solving optimization problems. The conventional SABA works by subtracting the mean of searching solutions from the position of those in the population in the area of search. In order to increase the search capabilities, this work proposes an Augmented SABA (ASABA) that incorporates a method of collaborative learning based on the best solution. In accordance with manufacturing, the suggested ASABA is used to effectively estimate Photovoltaic (PV) characteristics for two distinct solar PV modules, RTC France and Kyocera KC200GT PV modules. Through the adoption of the ASABA approach, the simulation findings improve the electrical characteristics of PV systems. The suggested ASABA outperforms the regular SABA in terms of efficiency and effectiveness. For the R.T.C France PV system, the suggested ASABA approach outperforms the traditional SABA technique by 90.1% and 87.8 for the single- and double-diode models, respectively. Also, for the Kyocera KC200GT PV systems, the suggested ASABA approach outperforms the traditional SABA technique by 99.1% and 99.6 for the single- and double-diode models, respectively. Furthermore, the suggested ASABA method is quantitatively superior to different current optimization algorithms.

ФОРМУВАННЯ ЕФЕКТИВНОЇ СИСТЕМИ УПРАВЛІННЯ ПЕРСОНАЛОМ ПІДПРИЄМСТВ IT-ГАЛУЗІ

This article examines the crucial aspects involved in developing an effective personnel management system within IT companies. Given the rapid growth and constant innovation in the IT industry, the competition for skilled and talented employees has intensified. Therefore, it is imperative for IT enterprises to establish an efficient system that can attract, retain, and effectively manage personnel to ensure their success. The article commences by emphasizing the significance of a well-designed personnel management system in the IT sector. It underscores the need for such a system to address the unique challenges and requirements specific to the industry. The key components of an effective system are discussed, encompassing job design, recruitment and selection, training and development, performance management, and compensation and benefits. Training and development are deemed essential for nurturing employees’ skills and keeping pace with technological advancements. The article stresses the importance of providing continuous learning opportunities, mentoring programs, and career growth paths to foster employee engagement and development. The article explores effective performance management systems as a means of providing regular feedback, setting clear goals, and recognizing exceptional achievements. It emphasizes the utilization of data-driven performance evaluations and the implementation of agile performance management approaches. Furthermore, the article delves into the significance of competitive compensation and benefits packages within the IT industry, taking into account the high demand for top talent. It underscores the need for organizations to offer attractive remuneration, flexible work arrangements, and opportunities for achieving a work-life balance. Moreover, the article highlights the necessity for IT companies to embrace agile HR practices in order to adapt to the rapidly evolving industry landscape. This entails promoting flexible work arrangements, encouraging innovation and creativity, and fostering a culture of collaboration and continuous improvement.

Participatory Project Planning and Performance of Donor Funded Projects in Khulna, Bangladesh

Participatory project planning is a collaborative approach that involves stakeholders in the design and decision-making process of donor-funded projects. It ensures that the perspectives and needs of the beneficiaries are taken into account, leading to more effective and sustainable outcomes. By engaging stakeholders from the outset, participatory project planning promotes transparency, accountability, and ownership among all parties involved. This inclusive approach enhances project performance by fostering a sense of shared responsibility, increasing local knowledge and expertise, and promoting effective communication and coordination. It enables donors to achieve their development objectives while empowering local communities and building their capacity for long-term success. Research discovered that participatory project planning in Khulna significantly enhances community engagement and participation. Participatory project planning in Khulna leads to the development of projects that are more relevant and effective. By incorporating the perspectives and knowledge of local stakeholders, these projects are better aligned with the local context and are more likely to achieve their desired outcomes. The study concluded that participatory approach ensures that all stakeholders, including community members, local authorities, NGOs, and donors, have a voice in the decision-making process. Effective project performance management, including monitoring, evaluation, and learning, is critical for the success of donor-funded projects. The study recommended that there should be emphasis on capacity-building initiatives in order to enhance the skills, knowledge, and participation of the local community. Establish mechanisms for sharing best practices, lessons learned, and successful project outcomes among stakeholders. Encourage regular learning and reflection sessions to identify innovative approaches, challenges, and solutions. Regularly report on project performance to ensure transparency and strengthen accountability to the local community, donors, and other stakeholders. Keywords: Participatory Project Planning, Performance, Donor Funded Projects, Bangladesh

Performance Management Systems (PMS): Challenges and Opportunities in the Public Sector

In many scholars' public institutions should have effective and efficient Performance Management Systems (PMS) in place to promote and develop the performance of civil servants. In the public sector, good management of staff performance is fundamental for efficient service delivery. The mandate of public institutions is to offer quality and effective service delivery to the public; as a result, public institutions' performance is scrutinized by the public, who have higher expectations from the government. These expectations are based on the votes cast and the taxes paid by the public. Thus, public institutions should monitor and enhance each employee's performance and productivity to ensure efficient provision of public services. This article seeks to analyse the challenges encountered by the public sector in executing PMS and suggest the strategies the public sector can use to enhance staff performance.

Improving the Effectiveness of Employee Performance Management Process: A Managerial Values Approach

This study proposes a managerial values approach to improve the effectiveness of employee performance management processes. It suggests that traditional performance management practices have limitations, as they focus only on evaluating past performance rather than facilitating future performance improvements. Drawing on the literature and expert opinions, the study identifies three main key managerial elements: goal setting, performance review and performance improvement plans. These values can guide the design and implementation of employee performance management systems that foster employee engagement, motivation, and development. The study concludes that the adoption of a managerial values approach can lead to a more effective performance management process that aligns with organizational goals and enhances employee and organizational performance.

Performance Management and its Impact on Public Sectors’ Effectiveness (a Study in Afghanistan)

The main purpose of this study is to clarify the impact of performance management in the public sector. Public sectors are the core entities in a country that play vital roles in order to provide services to the public and bring comfort to them. Therefore, it is important to understand whether public sectors can be effective for the general public or not. In order for the public sector to be effective performance management must be put in place. As Afghanistan is a country with high bureaucracy in its public sectors, therefore, there was a need for research to be conducted in the field of Performance management to find out the factors which lead to weak performance in the public sectors. The result of the study shows that some factors like favoritism, conflict of interest, and appointing inexperienced employees with irrelevant educational backgrounds to operational and managerial positions can lead to weak performance in public sectors.

Analysis of the Relationship Between the Development of Performance Criteria and Job Performance of Employees with Respect to the Mediating Role of Employee Participation

Abstract The main purpose of this study is to investigate and analyze Positive and significant impact of defining employee performance criteria with the objectives: evaluation, empowerment and career development on the job performance of Keshavarzi Bank of Iran employees with regard to the mediating role of employee participation. The present study was based on the purpose of applied research and in terms of the method was a descriptivesurvey study. A questionnaire was used to collect research data. The statistical population of the present study consisted of senior and middle managers of the Keshavarzi Bank of Iran who had at least 5 years of work experience. The number of these people in the initial studies was estimated at 483 and finally, using Cochran's formula, 215 people were selected as the sample size. After collecting data through a questionnaire, data analysis was performed using structural equation modeling. The results showed that the development of performance criteria with the objectives of evaluating, empowering, and developing the career path of employees has a positive and significant effect on the job performance of employees of the Keshavarzi Bank of Iran. Supplementary results also showed that employee participation in the relationship between the three objectives of developing performance criteria and job performance of employees has an effective mediating role, so this effect in the relationship between performance criteria to develop a career path and job performance of employees with the path coefficient of 0.684 is very obvious. Accordingly, it can be said that since employee participation is the basis for the development of service organizations such as banks, by implementing measures related to employee participation and benefiting from employees' opinions in formulating performance criteria, preparations for achieving an effective performance management system. And thus accelerated the movement of the Keshavarzi Bank of Iran on the path of development.

Evaluating Task-Level CPU Efficiency for Distributed Stream Processing Systems

Big Data and primarily distributed stream processing systems (DSPSs) are growing in complexity and scale. As a result, effective performance management to ensure that these systems meet the required service level objectives (SLOs) is becoming increasingly difficult. A key factor to consider when evaluating the performance of a DSPS is CPU efficiency, which is the ratio of the workload processed by the system to the CPU resources invested. In this paper, we argue that developing new performance tools for creating DSPSs that can fulfill SLOs while using minimal resources is crucial. This is especially significant in edge computing situations where resources are limited and in large cloud deployments where conserving power and reducing computing expenses are essential. To address this challenge, we present a novel task-level approach for measuring CPU efficiency in DSPSs. Our approach supports various streaming frameworks, is adaptable, and comes with minimal overheads. This enables developers to understand the efficiency of different DSPSs at a granular level and provides insights that were not previously possible.

Goal-Setting Appraisal and Employee Motivation of Education in Public sector Organization: A Literature Studies

Employee performance appraisal is an important process in organizational performance management, including in the public sector. Goal-setting appraisal is an increasingly popular performance appraisal method in the public sector. The purpose of this research is to describe the goal-setting appraisal strategy in increasing employee motivation in public sector organizations. This research was conducted through a literature study that collected and analyzed the results of previous research on the impact of goal-setting appraisal on employee motivation, the factors that influence it, along with strategies for determining goal-setting appraisal. The results of this study indicate that goal-setting appraisal has a positive and negative impact on employee motivation. Factors that influence goal-setting appraisals on work motivation include goal certainty, organizational commitment, social support, self-efficacy, and job satisfaction. In addition, there are several strategies that can be implemented by organizations in determining effective goal-setting appraisals. increasing employee motivation and organizational performance. This research can provide recommendations for practitioners and managers in the public sector to develop more effective performance management policies and practices.

Performance Management Systems (PMS): Challages and Opportunities in the Public Sector

To the vast majority of scholar’s public institutions should have effective and efficient Performance Management Systems (PMS) in place to promote and develop the performance of civil servants. In the public sector, good management of staff performance is fundamental to efficient service delivery. The mandate of public institutions is to offer quality and effective service delivery to the public; as a result, public institutions' performance is scrutinized by the public, who have higher expectations from the government. These expectations are based on the votes cast and the taxes paid by the general public. Thus, public institutions should monitor and enhance each employee's performance and productivity to ensure the efficient provision of public services. This article seeks to analyse the challenges encountered by public sector in executing PMS and suggest the strategies the public sector can use to enhance staff performance.

Improving Farm Cooperatives’ Performance and Sustainability: A Study of Agricultural Managers’ Competencies Based on the Grounded Theory and the fsQCA Methods

As an effective talent selection and performance management method in enterprises, can the competency model also play an essential role in farm cooperatives? Limited research currently focuses on improving farm cooperatives’ performance through agricultural managers’ competency. Our study takes the initiative to create the “agricultural manager competency model,” which includes five competency dimensions: knowledge and technology, personal capabilities, career orientation, personality traits, and intrinsic drive. On this basis, the multiple competencies are analyzed by the fuzzy set qualitative comparative analysis(fsQCA). We found that agricultural managers improve the performance of farm cooperatives. There are four paths to generate high performance, which summarize three types of agricultural managers: technical career, managerial career, and integrated entrepreneurial.

Effective company management – case study

Aim of the work: The main purpose of the research is to develop a concept of a new management efficiency model for the Frost Wealth Management company, which on the one hand will ensure business continuity in a competitive environment, and on the other hand will enable its development. Main research hypothesis: In the portfolio of competencies of Frost Wealth Management managers: professionalism, social, business, business competencies are key to the effectiveness of company management. The hypothesis was formulated on the basis of the following research assumption: in effective performance management in a company, a special role is attributed to the competencies of the managerial staff. Methodology: The basis of the research material are the economic categories of efficiency, management, management efficiency, literature on the subject and other sources. The studies used, among others, models: R. Walkowiak and Z. Mietlewski’s competency model and E. Greiner’s organization life cycle model Research results: Diligence, flexibility and the ability to make decisions are the key competencies that, according to the surveyed Frost Wealth Management managers, contribute to effective company management. The Frost Wealth Management company with its model of management efficiency is closer in L. Greiner’s model to the “Growth by guidelines” phase. Confronting the first five competencies of R. Walkowiak and Z. Mietlewski’s model with the first five competencies of the competency model reconstructed by us, we notice that the sequence of competencies in these authors is not identical to the competencies in our reconstructed model. In the model of R. Walkowiak and Z. Mietlewski, the key competence is the ability to make decisions, which in the model reconstructed by us is in third place.

Effects of Employment Training Program on the well-being of the disabled persons-Evidence from China

Increasing the employment opportunities and income for the disabled persons are both important to safeguard the economic and social rights of this vulnerable groups, and to build an inclusive society. The goals are challenging to achieve because of: 1) the mismatch between economic structure and the education and training system for the disabled persons; 2) incoherent designing and ineffective implementation of various welfare programs for the disabled persons (赖德胜等 2008); 3) discriminatory attitude and practices by employers; 5) ineffective design and delivery of employment training programs (England 2003; Kulkami and Kote 2013).
 Investigating the effects of government employment training programs enables us to identify the factors that contribute to the increase of the disabled persons’ income, and to provide evidence for policymakers to improve the training programs in order to realize the aforementioned goals.
 The study is based on a large size sample questionnaire survey conducted in June-October 2018. The questionnaire is disseminated through an online website to the disabled persons’ mobile app Wechat. The respondents are located in 31 provincial administrative areas, and received 11296 responses. The questionnaire collects information about the characteristics of employment training programs delivered by the agencies, the respondents’ employment training experiences and training needs, their attitude towards the content, facilities and effects of the programs, the status of their employment, and their personal characteristics such as age, gender, education, income level, household registration status, and types and degree of disability. We also collect statistics that reflect the differences in terms of economic development and public service expenditure across provinces and regions. We use the linear regression model to test the effects of all these factors on the capability of the respondents to use the skills learned from the training programs to increase their income. The study concludes that the respondents are more likely to increase their income through training programs when the training content fits their jobs more, when they aim to develop interests and hobbies through training, and when they are more masterful of the training content. Different from many studies on the effect of performance management on job training performance, the findings suggest that responsive design and effective performance management of the training programs matter for positive program performance (Gerrish 2016). The study will also link with and contribute to the literature on social equity and employment policy for disabled persons that are rarely researched in public administration (e.g. Lindsay, Adams, McDougall and Sanford 2012; Gooden 2015).