Implementation Of Performance Management Research Articles

Implementation of Teacher Performance Management to Improve Education Quality

This research explores the implementation of teacher performance management and its impact on the quality of education. Through a descriptive qualitative approach, this research explores an in-depth understanding of tesacher experiences, implementation challenges, and the contribution of performance management to student achievement. Teachers' awareness of performance management was found to be high, but was faced by implementation challenges, such as high workload and limited resources. School leadership plays a critical role in creating a culture that supports teacher performance management. These findings suggest that good implementation of teacher performance management correlates with improved quality of education. Recommendations include training program development, strengthening school leadership, implementation of a clear reward system, revision of school policies, and follow-up research. These recommendations are designed to strengthen practices and policies that support teacher engagement and education improvement. This research contributes to a better understanding of the complexity of teacher performance management implementation and its relevance to education quality. The implications and recommendations of this research can lay the foundation for improvements in practices and policies at the broader education level.

Exploring turnover intentions of employees at a South African government education council

Orientation: Public sector organisations in South Africa, including educational institutions, experience high employee turnover. There is a general need for public sector organisations to retain valuable talent.Research purpose: This study aimed to explore the reasons behind turnover intentions at the government education council.Motivation for the study: Studies on employee turnover in the public sector focused on government departments and municipalities, with a scarcity of research studies on government education councils.Research approach/design and method: An exploratory qualitative research approach was followed which allowed for the usage of semi-structured interviews to collect data from employees (N = 11). Data were analysed using content analysis. The inductive coding method was used to get to themes and subthemes.Main findings: Employees may leave the government education council because of the micromanagement leadership styles, lack of trust by management, inadequate communication, poorly implemented performance management system, persistent workload, low pay and lack of work–life balance. However, they currently remain within the employment of the council because of its reputation, sense of belonging (teamwork), conducive work environment and career growth prospects.Practical/managerial implications: The government education council should promote autonomy and prioritise leadership skills, team building and other interventions to enhance trust, communication and work-life balance. The government education council should ensure the buy-in of the performance management system and its remuneration policy by employees.Contribution/value add: This study’s findings provide insights into the turnover intentions of employees at the government education council and then assist the organisation in strengthening its retention strategies.

Implementation of Performance Management to Employees at Happy Family KTV Tanjungpinang

Implementing performance management for employees at Happy Family KTV is an important strategy to achieve company goals, improve service quality and maximize customer satisfaction. This research aims to examine the effectiveness of implementing employee performance management at Happy Family KTV, as well as what strategies can be implemented to improve employee performance. The methods used in this research include literature study, observation and interviews. The research results show that implementing performance management at Happy Family KTV involves several stages including performance planning, performance measurement, and performance evaluation. Apart from that, this company also implements a reward and sanction system to motivate employees. Data analysis shows an increase in service quality and customer satisfaction along with the implementation of effective performance management. Strategies that can be used to improve employee performance include training and competency development, providing resource support, and effective communication between management and employees. In conclusion, the implementation of performance management for employees at Happy Family KTV has had a positive impact on service quality and customer satisfaction. Companies need to continue to implement effective strategies to manage employee performance in order to face the challenges of business competition in the future

Resources, structural designs, climate and performance management in Botswana National Sport Organisations

PurposeThis research investigates the roles that resources, organisational structure and climate play in the performance management of National Sport Organisations (NSOs).Design/methodology/approachThis qualitative study draws data from 31 interviews, five focus groups conducted amongst Botswana National Sport Organisations. To corroborate the data collected, documents from these sport organisations were content analysed.FindingsThe amount and type of resources available, the degree to which decision-making is centralised, practices formalised and roles specialised affects how NSOs implement performance management. NSOs were not implementing performance management systems and could not tell whether they were creating favourable environments to implement the practices.Practical implicationsSport managers, policymakers and educators can use insights from this study to improve their practices. This study also proposes avenues for further research.Originality/valueThis study contributes to sport management literature on performance management, and it is original because such as study has not been conducted before.

Application Of Performance Management On D'sayur Tanjungpinang

D’Sayur as an e-commerce platform that focuses mainly on selling fresh vegetables, faces rapid market dynamics and fierce competition. Operational complexity and optimal customer service needs lead to the need to implement performance management. The purpose of this study is to examine the impact of the implementation of performance management on Dsayur with a focus on operational changes, customer feedback and its contribution to D’Sayur's business growth located Jl. R.H.Fisabilillah No.7 KM 8 Atas, Tanjungpinang. Research methods include implementation management analysis, operational monitoring and customer response evaluation. A qualitative approach is used to refine the results. The implementation of Sayur activities is able to improve operational efficiency, achieve better customer satisfaction and have a positive impact on the overall growth of the company. The results of this study provide an in-depth understanding of the importance of performance management to support the smooth operation and growth of the vegetable business. The impact includes the development of performance management strategies that are targeted and responsive.

Implementation Of Performance Management In Sarimart Minimarket Branch Bt. 8 Upper

Performance management applications for employees at minimum are a matter of concern. With that the company should always review all the aspects that build up inside the company. Surely the company needs a long-term planning process using performance management. The purpose of this study is to identify the implementation of performance management in employees at the bt branch minimum sarimart.8 tanjungpinang. The research method used in this study is qualitative. The results of this study show how the implementation of performance management at the bt branch sarimart minime.8, peers have implemented performance management through the following process of performance planning, performance planning, training, and guidance, performance assessment and evaluation.

Importance of performance management system in tax consulting

This scientific article explores the importance of performance management systems in the field of tax consulting. The study emphasizes the role of performance management in maximizing efficiency, enhancing employee motivation, and gaining a competitive advantage in tax consulting firms. The research utilizes a qualitative content analysis of existing literature to address the research question regarding the significance of performance management in tax consulting. The findings reveal that performance appraisal systems, regular feedback, strategic goal setting, and continuous competence development are crucial aspects of performance management in tax consulting. Implementing these practices can improve performance, motivate employees, and ensure the competitive position of tax consulting firms. The article concludes that understanding and effectively implementing performance management strategies can contribute to the success and growth of tax consulting firms in the market. Further research can focus on specific strategies and best practices to optimize performance management in the context of tax consulting.

Analisis Manajemen Kinerja Dalam Mendukung Sistem Akuntabilitas Kinerja Instansi Pemerintah Di Kabupaten Kepulauan Yapen Propinsi Papua

This research is entitled Analysis of Performance management in supporting the Government Agency Performance Accountability System in the Yapen Islands Regency of Papua Province which raises the issue of the implementation of local government performance management which is considered to have not been running as expected. The Government Agency Performance Accountability System is an effort to realize a government that is accountable, professional, has integrity, is clean and free of KKN (Corruption, Collusion and Nepotism), and is able to provide excellent and equitable services to the community. The reality that occurs in the administration of government in the island district that Performance Management has not been implemented properly so that it has a negative impact on the value of the Government Agency Performance Accountability System based on the assessment of the Ministry of Administrative Reform and Bureaucratic Reform. The research method used is a qualitative research method to formulate the ideal conditions for implementing performance management in the regional government of the Yapen Islands Regency. Furthermore, to analyze Local Government Performance Management in supporting the Performance Accountability System in the Yapen Islands Regency, researchers used ASOCA analysis, which stands for (Ability, Strength, Opportunities, Culture and Agility). According to Suradinata (2014: 18) says that the ASOCA analysis adds elements of culture and agility as important elements in finding problem-solving strategies, decision making, and can be developed in following changes, times, and needs. Based on the data and analysis previously described, it can be concluded that Performance Management has been implemented in the Yapen Islands Regency, especially in measuring local government performance which can be seen from regional level planning documents or RPJMD and Regional Apparatus level documents, namely Renstra, but understanding of SAKIP is still not optimal so that it has implications for its implementation. HR management needs to be reconstructed so that it is in accordance with the targeted tasks and functions. The strategy that can be carried out by the Regional Government of the Yapen Islands Regency is to optimize the capacity of human resources related to understanding performance management and SAKIP by conducting massive and comprehensive technical guidance to each regional apparatus.

Implementing pluralistic models of scholarly impact in business schools with performance management principles to meet stakeholder expectations

PurposeThis study aims to develop a framework for applying performance management principles to implementing a pluralistic model of scholarly impact in business schools to increase the value and relevance scholarly research to multiple stakeholder groups.Design/methodology/approachPerformance management principles were studied with case study data of scholarly impact that included bibliographic measures and altmetrics. An analytical model was built for a focal business school that provided benchmarks for managing scholarly impact by using data from three peer schools.FindingsBibliographic, scholarly output measures and altmetrics were consistent across the focal school and peer schools, thereby providing a solid foundation for establishing performance benchmarks for annual performance reviews, promotion and tenure decisions and organizational impact goals.Practical implicationsThis paper provides guidance for designing, building and implementing performance management systems to foster scholarly impact.Originality/valueThis paper integrates pluralistic impact models and performance management systems to build faculty expertise and align it with multiple impact domains.

APPRAISAL SYSTEM FOR NURSES IN BINGZHOU TERTIARY PUBLIC HOSPITAL: BASIS FOR STRENGTHENING THE PERFORMANCE MANAGEMENT SYSTEM

Hospitals, as an important part of the service industry, have an urgent need for performance management reform in order to maximize the interests of patients and encourage employees to work effectively. Nurses make up the largest percentage of the health workforce. The ability and willingness of nurses largely determine the success of medical interventions. However, poor practices in the implementation of performance management have been reported to adversely affect employees' sense of responsibility and fairness, which in turn leads to poor clinical outcomes and high employee turnover. The purpose of this study was to determine the current status of the nurses' appraisal system in tertiary public hospitals in Binzhou City by soliciting the opinions of direct users (nurses and their immediate supervisors). Descriptive statistics, t-test analysis and one-way ANOVA were used in this study. It is recommended that hospitals need to standardize performance management by establishing effective and fair departments and systems to discuss and recognize nurses' outstanding achievements

The Use of a Treatment Package to Increase Timely Submission of State Regulated Medication Administration Documentation

ABSTRACT Regulatory compliance guidelines within human service settings are designed to ensure health and safety of those served via a set of minimum standards of care. Due to the complexity of overseeing compliance, many supervisors report the task to be burdensome. The purpose of this study was to evaluate how performance management strategies can be embedded into current organizational systems to increase regulatory compliance related to the timely submission of medication administration documentation. During the study, each participant was asked to complete a short checklist based on their medication administration caseload, and attend a bi-weekly check-in meeting at which feedback was provided by their supervisor. Results of the study showed that the use of the checklist and feedback system was effective in increasing compliance among all participants. The results extend current literature related to the effectiveness of using in-house supervisors to implement performance management strategies.

Performance Management Implementation in Local Government: Lessons from Recent International Literature

Performance Management Implementation in Local Government: Lessons from Recent International Literature

PERFORMANCE APPRAISAL SYSTEM AND TEACHER EFFECTIVENESS IN PUBLIC BASIC SCHOOLS IN GHANA

The secret to providing high-quality education in schools is the professionalism and diligence of teachers. Hence, teaching and learning can be improved through teacher appraisal. In light of Ghana’s Accountability for Learning Outcomes Project’s (GALOP) five-year plan that seeks to boost learning outcomes in underperforming basic education schools and increase transparency and accountability in the country’s education system, this empirical study sought to investigate the impact of the performance appraisal system on teacher effectiveness in public basic schools in Kwahu East district, in the Eastern Region of Ghana. This study used a quantitative, cross-sectional, descriptive, and correlational survey. Convenience sampling was used to sample 500 teachers and headteachers from the Basic school to participate in the study. SPSS version 26.0 and AMOS 23.0 were used for the statistical analyses. The findings of the study revealed that strengthening performance appraisal is a key element to improving teachers’ effectiveness which consequently improves students and school success, however, implementing performance management is the sure way to increase productivity and accountability in schools as it allows for a more all-encompassing assessment of an employee’s performance by incorporating coaching, goal planning, looking ahead to future growth, and 360-degree feedback.
 Keywords: Ghana Education Service, Performance, Self-evaluation, Teacher Effectiveness Appraisal System, Performance Review.

Factors Affecting Employee Performance: A Systematic Review

Employee performance is one of the key factors in achieving organizational goals. Employee performance is a measure of the extent to which an employee is able to fulfill his duties and responsibilities properly and effectively. This study utilised a systematic review factors affecting employee performance scopus database. A systematic review is a form of research study that seeks to answer a particular research question by systematically identifying, selecting, and evaluating all relevant evidence. After conducting the screening, the researchers found 7 articles that met the predetermined criteria. The focus of research on factors affecting employee performance are focuses on several things such as trade organizations, motivation, management system, key performance indicators, perceived overqualification, chefs, continuous improvement, system dynamics model, implementation of performance management, the level of pay, the offer of benefits and job satisfaction. Based on some of the results of research that has been done, we can conclude that employee performance is very important because employee performance plays a very important role in achieving organizational goals. Therefore, companies must prioritize managing employee performance in order to increase productivity, efficiency, and the quality of work produced.

Sustainability Analysis of Enterprise Performance Management Driven by Big Data and Internet of Things

Today’s society has entered the information technology era as early as possible. The Internet of Things (IoT) technology and big data (BD) technology are the products of this era and are also important features of the new era. Today, when various fields enter the era of great integration, the Internet of Things and BD analysis technology are of great significance to the development of traditional enterprises, and also herald the arrival of the era of intelligence. Performance management plays an important role in modern enterprise management, especially in small and medium-sized enterprises. Through the implementation of performance management, it can effectively promote the development of enterprises and enhance their vitality. Based on this, this paper discusses the application of the Internet of Things and its BD analysis technology in the enterprise performance management system (PMS) and the sustainability of this application. At the same time, this paper conducts relevant empirical analysis, and the results show that the standardized path coefficient value (FP) of BD capability to financial performance is 0.421. The p value of the significance test was 0.008, which was less than 0.05, indicating that BD capability has a significant impact on the FP of enterprises. The standardized path coefficient value of the IoT on FP was 0.387, the significance test p value was 0.007, and the p value was less than 0.05, indicating that the IoT has a significant impact on the FP of enterprises.

Implementation of performance management and its relationship with the civil servants perception of a public entity framed in Law No. 30057 [Implementación de la gestión del rendimiento y su relación con la percepción de los servidores civiles de una entidad pública enmarcada en la ley N° 30057

The objective of this scientific article is to find out if there is a relationship with the perception of civil servants of a public entity framed in Law No. 30057 and its implementation of Performance Management. The research is of a non-experimental and descriptive type, different types of data collection were carried out, including an in-depth interview with the Head of the Human Resources Unit and 50% of the servers that were evaluated in the implementation of Performance Management. of said Entity; and as a documentary analysis, the following documentation was reviewed: The Civil Service Law - Law No. 30057, the SERVIR Human Resources Management Administrative System, regarding the Performance Management subsystem and its implementation in an Entity of the Public Sector. The result of the investigation was a negative perception on the part of the servers of the implementation of Performance Management under the framework of the Civil Service Law, this can be seen reflected in the results of the in-depth interview carried out with the civil servants of the Entity. A proposal for improvement and impacts is concluded and recommended, which includes documentation validated by the National Civil Service Authority -SERVIR, which must be used efficiently in all public sector entities as part of the entry into the Civil Service Law, as well, the benefits and impacts that it will have on people, entity and social management.

Effect of Transactional Rewards on Employee Performance at Teachers Service Commission, Kenya

Teachers Service Commission (TSC), Kenya, has been implementing performance management besides transactional rewards since 2005 to enhance quality and cost-effective services. Performance management ensures performance quality improvement, while transactional rewards improve the efforts and productivity of employees. However, efficiency and quality of services are low compared to other state corporations, as evidenced by approximately 5000 teachers who visit its head office per month to solve their work-related problems. Literature on employee performance enhancement has focused on total rewards without disaggregating the same to give specific policy recommendations on transactional rewards. This study thus sought to establish the effect of transactional rewards on employee performance at TSC, Kenya. It was anchored on the Expectancy theory and adopted a correlational research design. The study population was 1200 employees, out of which a sample size of 291 was taken. Individual respondents were drawn through the Cluster sampling technique. Primary data were collected using structured questionnaires. Pearson correlation was used to obtain an association between the study variables.In contrast, multiple regressions were used to establish the magnitude and direction of the effect of transactional rewards on employee performance. The study revealed that transactional rewards (B=0.343, p=0.000) significantly and positively predicted employee performance. Thus, TSC Kenya should effect more of them to enhance employee performance. This finding adds value to the existing knowledge of employee performance enhancement strategies and human resource management policy formulations by the TSC.

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.

Impact of Performance Management Practices on Employee’s Performance: A Study of GMVN Uttarakhand

This study aimed to explore the impact of performance management strategies on the employees' performance within the governmental entity "Garhwal Mandal Vikas Nigam" in Uttarakhand. Utilizing a structured questionnaire adapted from Lusthaus' (2002) influential organizational assessment study, the research involved a sample of 180 participants. Data analysis was conducted using Smart-PLS, offering a comprehensive examination of the correlation between performance management strategies and employee performance in the organization. The findings of this study indicated a significant positive correlation between organizational performance and the implementation of performance management practices. Notably, it was observed that government organizations lag behind in effectively implementing performance management practices, resulting in the absence of a robust performance management system. It's essential to note that the study's scope was limited to the Garhwal region and its unit GMVN. Future research endeavors could extend their focus to the Kumaon region, with KMVN as a potential research area. The study strongly recommends that government organizations establish and consistently practice an effective management system. Such a system serves as a motivational strategy, fostering improved employee performance in the present and future. The societal significance of this work lies in its emphasis on crucial factors influencing organizational performance, such as motivation, organizational capacity, and socio-technical and cultural aspects.

Applying Performance Management in Public Apparatus Development at Regional Level

This study aims to analyze the performance of officials in the management of conservation areas at the Agency of Natural Resources Conservation Center (NRCC) of South Sulawesi Province. The study applies a qualitative descriptive approach and data were collected through interviews and document studies. The results of the study indicate that the implementation of performance management in the NRCC of South Sulawesi has not been optimal. This is due to the limited number of employees, a lack of training and education and problems in the management of conservation areas. However, the performance management process at the NRCC has been organasied consistently, starting from performance planning, performance implementation and performance evaluation.