Impact Of Performance Management Research Articles

Holistic approach of Talent Management for a successful Succession Planning

Preparing ourselves for future volatile economic environment is a challenge. Every Organization needs to develop a succession plan for taking up the roles and responsibility by the next generation leaders. Indian Public Sectors Units (PSUs) often find themselves in a challenging situation while positioning suitable manpower for the key leadership positions in the changing market situation. They adopt several Management Practices to develop future leaders within the organization, as it is more preferable to develop a Talent Pool in-house, rather than acquiring it from outside. Based on various studies in the past, relationship between Succession planning and Talent Management is well established. Yet, the impact of Performance Management in particular, needs to be specifically addressed, critically analyzed and reviewed in depth in line with acquiring, developing and retaining the talent for a successful Succession Planning.
 Problem statement - how does Performance Management System impact on Succession Planning? what is the relevance in integrating these two and how does it contribute to organizational sustainability? what are the Talent Management processes that support successful Succession Planning?
 The study involves a sample of Indian PSUs from various sectors. A mixed method approach for data analysis is preferred. Document analysis involves review of Policy/guidelines, Procedures and Reports related to Human Resource Development (HRD); whereas feedback on perception of employees were collected through interactions with key stakeholders and analyzed using thematic analysis to identify linkage between Performance Management and Succession Planning.
 The study suggests the holistic approach towards Talent Management and its best practices for a successful Succession Planning. It recommends to identify and develop individuals in-house, for the critical and key leadership roles thus achieving organizational sustainability.

The Impact of Performance Management on Employee Motivation and Engagement

The Impact of Performance Management on Employee Motivation and Engagement

Enhancing Organisational Excellence: The Impact of Performance Management and Appraisal System in Gombe State Treasury

The implementation of performance management and appraisal system in any organization is to accomplish its strategic goals and objectives. The foundation of any organization is the performance management system (PMS). Organizations would not be able to survive if workers did not perform their assign duties. Organizations would be competitive and productivity would rise if workers gave their best effort. Performance appraisals (PA) are seen to be a useful Human Resource Management (HRM) tool that measures the standards that any organization or company sets for its workers by monitoring each worker’s performance in relation to the organization’s objectives. In Gombe State Treasury, staff evaluation performance is conducted manually which result to a lot of problems such as data inconsistency, inadequate storing of posting history, limited accessibility and flexibility among others. To address these issues online appraisal system was developed and implemented in the organization using water fall model as the adopted methodology and it is evaluated by distributing questionnaires to the staff and the management, analysis was carried out based on the defined hypothesis to see the impact of the system in the ministry which was found that the system has significant impact in conducting the appraisal exercise on both the staffs and the management as such it overcome the mentioned challenges faces during the exercise. The new system was designed to be more effective and productive for conducting staff appraisal exercise, eliminating all types of delay and tension. This research work made use of data collected from the organizations materials and journals from various authors and software was developed to effectively achieved aims of the research. The implementation of the system was carried out using PHP, JAVASCRIPT, CSS, APACHE and MYSQL for the database was carried out in the research. The system will automatically reduce the time and effort in the process. The system also evaluated by the staff of the organization and the data collected were analyzed and concluded that the system has significant impact in conducting the process based on the defined hypothesis.

The Impact of Performance Management on the Supervision of Educational Personnel in Secondary Schools in Mbire District

The Impact of Performance Management on the Supervision of Educational Personnel in Secondary Schools in Mbire District

The Impact of Performance Management on Organizational Excellence in Educational Institutions and How to Strengthen it in Private Schools

The study was designed to measure performance management's impact on organizational excellence in educational institutions and how to support it. It used a descriptive-analytical method to deal with data and its classification, and its tool was designed to collect data from the study sample and then analyze it through the statistical package program (SPSS). The study community determines the educational institutions and how to strengthen them. The inspection unit consisted of all directors, heads of departments, and consultants in educational institutions and how to support them and their number (70). The study found a high level of performance management in its dimensions (performance planning, performance development, performance guidance, and performance evaluation) and a high level of organizational excellence in its dimensions (excellence of leadership, the excellence of strategies, and excellence of operations). It also concluded that there is a significant and statistically significant impact on management (Performance planning, performance development, performance guidance, performance evaluation) on organizational excellence in its dimensions (excellence of leadership, the excellence of strategies, and excellence of processes) in educational institutions and how to support them. To maintain the high level of application of the process of performance management in the organization and recommended the study of the need to strengthen and develop after the development of performance through the support and development of activities and training courses for staff more than it is through the results obtained a positive impact on all dimensions of organizational excellence.
 
 Received: 19 December 2020 / Accepted: 8 February 2021 / Published: 5 March 2021

Impact of performance management and development system on employee motivation at Mahikeng local municipality

Impact of performance management and development system on employee motivation at Mahikeng local municipality

Performance management and talent development : their impact on job satisfaction at selected higher education institutions

The purpose of this study was to examine the impact of performance management and talent development on job satisfaction amongst academic staff in selected higher education institutions (HEI's in the South African context. This research is significant because performance management and talent development are perceived as having a positive influence on job satisfaction. This study employed a quantitative research method to investigate the impact of performance management and talent development on job satisfaction within HEIs. An explanatory hypothesis-generating approach was employed, and a survey design used to collect data through a semistructured questionnaire. A sample of 279 academic staff was selected for the study. Results revealed a positive and significant impact between performance management (0.591), talent development (0.624) and on the job satisfaction (0.442). Therefore, talent development has the strongest impact on job satisfaction amongst academic staff. Based on the findings, management in HEIs should implement performance management systems (PMS) and provide talent development opportunities to enhance job satisfaction amongst academic staff with the aim of achieving institutional objectives.

Impact of performance management and development system on employee motivation at Mahikeng local municipality

All employees need to be motivated to perform at their optimal level. There is a variety of ways in which employees can be motivated. The effective design and implementation of a performance management and development system (PMDS) is one of the ways in which employees can be motivated. The study on which this article is based sought to explore the impact of PMDS on employee motivation. The focus of this study is the Mahikeng local municipality (MLM) situated in the North West Province of the Republic of South Africa. The study mainly used the quantitative research method. A questionnaire was used as an instrument for data collection. The municipality has 801 employees. A sample of 100 employees was selected for participation. This sample constitutes 10% of the overall population. A major finding of the study is that PMDS does not contribute to employee motivation at the MLM.

Impact of Motivational Factors on Employee Turnover Intention in Taj Samudra, Colombo

Employee turnover has been an everlasting problematic function in any business organization or for an industry. Taj Samudra is a leading luxury hotel in the Colombo city which is continuously going through a similar problem from past few months. The Turnover and the turnover intention of the organization has the management left with no option but to find solutions to overcome this situation immediately. In this research the author would like to identify the impact of performance management on the turnover intention of the Taj employees, the sample size would be taken as 60 out of 600 employees. The objectives of this research would to identify the different variables impacting the turnover intention such as performance management, working culture, monetary benefits and rewards and recognition. Also finding prevailing issues in the performance management system and find suitable recommendations to overcome any deviations of the current Performance management system.

Analysis of Performance Appraisal Implementation on Organization Performance in Saccos: Case of Kisii County, Kenya

Performance management is one of the important key activities performed by organizations to monitor the performance of their employees. Organizations must regularly evaluate the performance of their employees in order to understand their current and future abilities. The purpose of this paper is to assess the impact of performance management on employee and organizational performance. The study adopted a cross-sectional survey research design and involved a sample size of 120 human resource officers and managers from selected private organizations in Tanzania. Data was collected using structured questionnaires and interviews and analyzed using descriptive and inferential statistics and the results presented using tables. The findings of the study reveal that private organizations practice performance management and have effective performance management system to evaluate/appraise the performance of their employees. Moreover, the findings reveal that there is a significant relationship between performance management and employee performance as well as between performance management and organizational performance. The study recommends the need of the private organizations to maintain and continue practising and implementing effective performance management systems, also to continue evaluating the performance of their employees frequently because it helps to determine training needs and at the same time acts as a motivational strategy hence leads to a better performance of employees and organization. Performance appraisal is the basic tendency to make an evaluation of an individual's work performance in order to arrive at objective personal decisions. It systematically reviews a person's work and achievements over a recent period, leading to plans for the future in personnel psychology. Savings and Credit Co-operative Societies (SACCOs) are voluntary associations to which members contribute regularly their pooled savings and from which they obtain loans for provident and other purposes. Generally, SACCOs are established with the objective of promoting savings and credit with training opportunities on the wise use of their funds. An extensive use of performance appraisal in SACCOs helps in the improvement of individual job performance, promote employee training and development, focus on SACCO goals, encourage teamwork, promote co-operation, improve ability of SACCOs to hire' qualified employees and enable employees determine what it takes to be successful in SACCO movement. The general objective of the study was to investigate the extent of implementation of performance appraisal in SACCOs in Kisii Central district. A descriptive survey design was adopted to conduct the study. It was relevant because it is used to assess attitudes and opinions about events, individuals or procedures. The study focused on employees of active SACCOs in Kisii Central District, Kenya. The data was collected using questionnaires, arranged and grouped according to particular research questions, tabulated and analyzed using descriptive and inferential statistics by Software Package for Social Sciences (SPSS). The study showed that a large proportion of SACCOs (76.0) lacked performance appraisal. Those SACCOS that had performance appraisal (24), carried it out once a year and it was largely conducted by the general manager. To a less extent, the performance appraisal helped the SACCOs to rate the workers strengths and weaknesses. Although it was revealed that performance appraisal helped SACCOs in overcoming challenges at work; unfortunately, many SACCOs did not use it in implementing decisions that concerned workers welfare and job mobility. Keywords: Performance Appraisal Implementation, Organization Performance in Saccos, Kisii County in Kenya. DOI : 10.7176/EJBM/11-29-08 Publication date :October 31 st 2019

The Impact of Performance Management Under Environmental Turbulence

Performance management is an established concept in the public sector, with several empirical studies supporting its beneficial impact on organizational performance. Research on performance management, however, is still in initial stages and mostly examines the impact of this practice under stable environmental conditions. This study adds to the literature by analyzing the effect of this system on performance of local transit agencies in a turbulent environment characterized by the Great Recession and its aftermath. Exploratory factor analysis (EFA) on survey responses from 162 local transit agencies in the United States is used to extract the four components of performance management, namely, formal strategic planning, logical incrementalism, performance measurement, and performance information use. Ordinary least squares (OLS) regression analysis shows that an independent use of formal strategic planning and logical incrementalism has a negative impact on organizational performance under turbulence. Performance measurement and a blend of formal strategic planning and logical incrementalism, however, show a positive impact.

A Cycle or a Ceiling? The Cumulative Effects of Subtle Discrimination Through the Lens of Performance Management

We agree that the impact of subtle discrimination spawns from a dynamic process containing inherent cyclical elements, and we applaud the focal article's effort to provide clarity to a murky arena. More nefarious than the cycle, however, is the continued and typically unchecked presence of subtle discrimination in the workplace, which affords a clear path for prolonged and compounding negative effects. Although Jones, Arena, Nittrouer, Alonso, and Lindsey (2017) touch on the potential for cumulative effects of subtle discrimination, we believe they missed an opportunity. The potential for cumulative effects of subtle discrimination to severely limit the career success of women and minorities is substantial and not well diagnosed (Agars, 2004). Building on their point, we wish to draw greater attention to this concern and articulate how the cumulative effects of subtle discrimination undermine the impact of performance management and limit the development and advancement of individuals from stigmatized groups.

The Effects of Motivation on Employee Performance: A Strategic Human Resource Management Approach

Motivation has been established to be a critical sensation in the operations of today’s small scale, large scale enterprises and multinational companies and its elements constitutes strength towards the achievement of organisations’ strategic objectives in competitive environments. This study seeks to unravel the effects of motivation on employee performance, with a strategic human resource management approach. The fortitude for this research led to the retrieval of information from secondary sources published on the subject matter, and reviewed literature revealed the significance of intrinsic and extrinsic motivation. The careful examination of the content and process theories of motivation established actualities, and further facts described the impact of performance management on firms’ growth and the role of strategic human resource management in enhancing high quality performance through a motivated workforce. The available reviewed sources established that appropriate motivation mechanisms has positive effects on employees performance and helps to retain high quality employees firms desire for competitive advantage. The relevance of this study could aid practising managers, heads of private and public institutions and also human resource management practitioners.

Commentary: The Impact of Performance Management on Performance in Public Organizations: Negligible yet Increasing?

Commentary: The Impact of Performance Management on Performance in Public Organizations: Negligible yet Increasing?

The Impact of Performance Management on Performance in Public Organizations: A Meta‐Analysis

AbstractPerformance‐based management is pervasive in public organizations; countless governments have implemented performance management systems with the hope that they will improve organizational effectiveness. However, there has been little comprehensive review of their impact. This article conducts a meta‐analysis on the impact of performance management on performance in public organizations. It contributes to the current literature in three ways. First, it examines the effect of the “average” performance management system. Second, it examines the influence of management: whether beneficial performance management practices moderate the average effect. Third, it examines the effect of “time” on performance management. Using 2,188 effects from 49 studies, the analysis finds that performance management has a small average effect. However, the effect is substantially larger when indicators of best practices in high‐quality studies are included, indicating that management practices have an important impact on the effectiveness of performance management systems. Evidence for the effect of time is mixed.

Performance Management, Caseloads and the Frontline Provision of Social Services

AbstractCaseloads and performance management are important working conditions of workers delivering public social services in street‐level organizations. The literature on these working conditions argues that high caseloads and performance management have considerable consequences for workers' performance in terms of the quality of services they provide and the results they realize. This article empirically investigates and compares these consequences, drawing on the results of a quantitative study of frontline workers in 14 local welfare agencies in the Netherlands. These workers are responsible for the delivery of welfare‐to‐work policies to social assistance recipients. The findings show that high caseloads do, indeed, have a detrimental effect on workers' performance, whereas the impact of performance management is more modest, though confirming some of the findings reported in other studies on performance management. The results also show that by focusing service provision on a proportion of their caseload, workers are able to reduce the negative impact of high caseloads somewhat. Overall, the article finds that the negative impact of high caseloads is more pervasive than that of performance management. The article concludes that the recent focus in the literature on performance management and its consequences for public services should not turn scholars' attention away from the ‘traditional’ public administration problem of high caseload sizes.

The Impact of Performance Management on Mission Statement and Operational Goal Setting

In the last 20 years tremendous changes have occurred in the two fields of performance appraisal andperformance management. These changes can be observed both in managerial practices and academic researches.The terms performance appraisal and performance management are used interchangeably, but it can be realizedthat performance appraisal is about measuring performance in organization whereas the goal of performancemanagement is making use of the results of appraisal in order to control and manage performance. Performancemanagement is a strategic and integrated process which provides sustainable success for organizations throughdeveloping individual and group capabilities and matching individual performance with organizationalobjectives. This article reviews the mission statement, strategiesand operational goal setting role in performancemanagement in Hospitals throughout a combined approach of quantitative and qualitative research. Statisticaland contextual analysis helps us to examine the priority of each factor. The results shown that mission statement,HR strategies and goal setting have a critical role in describing performance management strategies.

The Impact of Performance Management on Performance in Public Organizations: A Meta-Analysis

The Impact of Performance Management on Performance in Public Organizations: A Meta-Analysis

Management of Sale Personnel Performance: A Longitudinal Study of Life Insurance Industry

Sales personnel development by performance management has become a matter of great concern in all developed and developing countries all over the world. This paper is an attempt to assess the impact of performance management on the development of sales personnel in life insurance industry. The study is based on a sample of leading insurance company selected from the population of Indian insurance industry that is Life Insurance Corporation (LIC) of India. Using structured content analysis, I have collected longitudinal data over the period of January 2010 to November 2012. Convenience sampling was used and the sample size is 100. For primary data 100 samples respondents were given questionnaires out of which 90 sample respondents had returned it that out of these 60 questionnaires have been taken up for analysis. My empirical result shows that performance management can lead to higher level of sales personnel development.

Impact of performance management on the organisational performance: An analytical investigation of the business model of McDonalds

In the current business world humans are considered as the success factor for any business. For this reason reputed business firms are trying to hire the best human resource that is available in the market so that the firms can maintain its image and goodwill in the future as well. The main objective of this is to find that PM is helpful to improve the productivity of the employees and how PM is linked with the training needs of the employees. Another aim is to find out that how this is helpful to increase the revenue and profitability of the firm for the current research study qualitative research is used because it gives the brief information and understanding of theories. In order to get the brooder view of respondents, qualitative research will help a lot. Training and the development in the organization leads to greater benefit. To increase the efficiency of the below average workers these reports play a very significant role. Time constraint is major problem associated with this research. Due to lack of time the interviewer does not get much time to take the interviews. So PA session conduction each year in McDonalds motivates the employee to work harder and harder. Furthermore PA processes provide training and development to the employees as well as the reward management. These factors also drive the average worker to work more and more efficiently in McDonalds.