Employee Performance Management Research Articles

Career Management and Employee Performance of Selected Insurance Firms in Lagos State, Nigeria

Objective: This study investigates the effect of career management strategies on employee performance within selected insurance companies in Lagos State, Nigeria, aiming to address a research gap in understanding this relationship. Theoretical Framework: Drawing upon Krumboltz's Social Learning Theory, which emphasises the influence of social factors and environmental experiences on career decisions, this study explores how career management practices contribute to employee performance. Method: The study adopted a survey research design. The population was 879 employees of five selected insurance firms. Total enumeration technique was adopted. Primary data were collected using a structured questionnaire. Data collected were analysed using descriptive and simple regressions]. Results and Discussion: Findings revealed that career management had a significant effect on the performance of employees of selected insurance firms in Lagos State, Nigeria (F(4, 833)= 156.914, Adj.R2 = 0.427, p< 0.05). The study concluded that career management has influence and plays an important role in improving the performance of insurance firms in Lagos State, Nigeria. Research Implications: Insurance companies' management should ensure an upward trajectory in their employees' professional journey, including certifying an employee progresses from an entry-level position to management and transitioning from one unit in the organisation to another. Originality/Value: the findings highlight the role of career planning, advancement, mentoring, and performance evaluation in shaping employee outcomes. The regression analysis conducted in this study reveals robust and positive relationships between these career management dimensions and employee performance, indicating that these factors collectively account for a substantial proportion of the variance in performance levels observed among employees.].

Study of employee performance measurement, evaluation and management practices in tourism and catering companies in Szeklerland(with special reference to Harghita county)

As a resource, people are one of the most important factors in the modern economy. From a subjective measurement approach, it can form the basis of business performance measurement. In this research, I am looking for answers to the question: what does business practice show, and how consistent is it with theoretical findings? The results of the research show that companies operating in the hospitality sector in Harghita County are consistently aware of the fact that employee performance contributes greatly to company performance. For this very reason, employee guidance, performance monitoring and feedback are considered significantly important. Employee performance is measured and evaluated informally, often on a monthly basis. The standardised, formal form of measurement, on the other hand, is only done annually, from time to time when necessary. However, its frequency increases significantly with the size of the company. Companies are moderately satisfied with the current employee performance measurement and evaluation. They are therefore aware that there is room for improvement. In their opinion, the introduction of a performance management system in the future would make a significant contribution to solving the problems discussed in the research. In doing so, it would also contribute to the improving of the company's business performance at the same time. Our development objective could be to provide guidance in this area for the future.

Managing Human Resource in the Digital Economy: Balancing Challenges and Opportunities

Digital technologies enable the adoption of more efficient working models, such as process automation, predictive analytics for better decision making, and the use of digital platforms for employee development and performance management. This study aims to investigate employee perceptions and experiences of digital transformation in the context of challenges and opportunities at the company PT Charoen Pokphand Indonesia (CP) Food. The research method used is descriptive qualitative with a data collection approach through questionnaires and observations. The questionnaire was designed to collect employee responses on various aspects of digital transformation in terms of opportunities and challenges. Using a purposive sampling approach, which is a sampling method in which the researcher deliberately selects certain participants or sample units based on certain characteristics or criteria that are considered relevant to the research objectives. The results showed that employees have a positive view of digital transformation at the company PT Charoen Pokphand Indonesia (CP) Food. Employees see it as an opportunity for career development and professional growth, and feel supported in developing their digital skills. A work culture that supports collaboration, innovation, and creativity is also considered important in creating a productive and dynamic work environment. The integration of digital technology is considered successful by employees, indicating that the company has successfully implemented technology in daily work processes well. This research provides valuable insights into how digital transformation affects employee perceptions and experiences in the work environment. The implications of these findings can be used by companies to design more effective human resource management strategies to face the challenges and opportunities in the evolving digital economy.

Strategic Management Practices and Employee Performance in Non-Governmental Organizations in Nairobi City County, Kenya

The growth and development of an organization are contingent upon the effective management of its human resources. However, the adoption of effective human resource management practices in many local non-governmental organizations (NGOs) NGOs operating in the development sector have received insufficient attention. This research aims to explore the impact of strategic management practices on employee performance within non-governmental organizations located in Nairobi City County, Kenya. The specific objectives of this study are to assess the influence of communication, objective setting, strategic leadership, and training on employee performance in non-governmental organizations operating in Nairobi City County, Kenya. The study was guided by expectancy theory, goal setting theory, contingency theory, and human capital theory. A descriptive research design was employed. The population was five prominent NGOs in Nairobi City County, namely Oxfam International, World Vision, USAID, Mercy Corps, and Amnesty International. The study targeted 742 respondents. Stratified sampling method was used and selection of respondents done using simple random sampling method. The sample size was 260 respondents. Data was collected using questionnaires. Questionnaires were piloted to 26 respondents. Validity was ensured using content validity. In addition, Cronbach's alpha test was used to test reliability. Quantitative data was analyzed using descriptive statistical and inferential statistics. The results were presented using tables and figures. The study found that communication, objective setting, strategic leadership and training had a positive significant influence on employee performance in non-governmental organizations in Nairobi City County, Kenya. The study concludes that communication in the workplace is important because it boosts employee morale, engagement, productivity, and satisfaction. Training is important because it represents a good opportunity for employees to grow their knowledge base and improve their job skills to become more effective in the workplace. The study recommends that non-governmental organizations in Nairobi City County, Kenya should focus on the implementation of effective communication channels and tools by including the use of technology such as intranet platforms, project management software, and instant messaging systems. The non-governmental organizations in Nairobi City County, Kenya should ensure that goals are clearly defined, quantifiable, realistic, aligned with the overall objectives of the organization, and have a specific deadline for completion. The non-governmental organizations in Nairobi City County, Kenya should focus on building the skills and capabilities of current and future leaders through training in areas such as communication, decision-making, and conflict resolution, as well as opportunities for leaders to receive feedback and coaching on their performance. Create a culture of transparency and open communication within the organization.

Management of Change and Employee Performance of Nigerian Breweries Plc. Enugu, South - East, Nigeria

Management of Change and Employee Performance of Nigerian Breweries Plc. Enugu, South - East, Nigeria

The Study on The Impact of Performance Management System on Employee performance

This study delves into the intricate relationship between Performance Management Systems (PMS) and employee performance, aiming to illuminate the mechanisms underlying this connection. In a contemporary organizational landscape characterized by competitiveness and constant evolution, understanding how PMS influences employee performance is paramount for organizational success. The backdrop of this research is the recognition that effective performance management systems not only enhance individual performance but also contribute significantly to overall organizational efficacy. The primary objective of this research is to examine the multifaceted impact of PMS on employee performance across diverse organizational contexts. To achieve this, a mixed-methods approach combining quantitative analysis of survey data and qualitative insights from interviews was employed. The research design allowed for a comprehensive exploration of various dimensions of PMS, including goal setting, feedback mechanisms, performance appraisal, and employee development initiatives. The major findings of the study reveal that a well-designed and effectively implemented PMS positively correlates with improved employee performance. Specifically, clear goal setting aligned with organizational objectives, regular and constructive feedback mechanisms, fair and transparent performance appraisal processes, and opportunities for skill development and career advancement emerged as key factors driving enhanced employee performance. Moreover, the study uncovered the importance of employee engagement and buy-in towards the PMS, emphasizing the need for communication, training, and continuous evaluation to ensure successful implementation. Based on the findings, it can be concluded that PMS plays a pivotal role in shaping employee behavior and performance outcomes within organizations. However, the effectiveness of PMS is contingent upon its alignment with organizational goals, as well as the support and commitment of both management and employees. Therefore, organizations must prioritize the design, implementation, and continuous improvement of their performance management systems to realize their full potential in enhancing employee performance and achieving strategic objectives. In light of these conclusions, several recommendations for action can be proposed. Firstly, organizations should invest in the design and customization of PMS tailored to their specific organizational context and objectives. Secondly, there is a need for comprehensive training and communication programs to ensure that employees understand the purpose and processes of the PMS and are actively engaged in its execution. Additionally, regular monitoring and feedback mechanisms should be established to evaluate the effectiveness of the PMS and make necessary adjustments. Lastly, fostering a culture of performance excellence through recognition, rewards, and career development opportunities is essential for sustaining high levels of employee performance over time.

Ensuring Ethical Standards in an Organization: A Comprehensive Guide on How the Human Resource Manager can Create an Ethical Organization

In each and every organization, Effective and efficient Human Resource Management is a key component that enables employees and managers to contribute effectively and productively to the overall business direction and the accomplishment of the organization’s goals and objectives through various functions such as employee motivation, effective hiring, performance management, organizational development, safety, wellness, benefits, communication, career development and training.

PENGARUH ONLINE CUSTOMER REVIEW, HARGA DAN ONLINE CUSTOMER RATTING TERHADAP KEPUTUSAN PEMBELIAN MELALUI TOKOPEDIA (Studi Pada Konsumen Toko Online Ventela Store Official di Kota Medan)

This study aims to analyze how the influence of online customer reviews, prices and online customer ratting on consumer purchasing decisions Ventela store in Medan city. The influence between online costumer reviews, prices and online costumer ratting will be analyzed partially and simultaneously on employee performance. The form of research used in this research is quantitative research with an associative approach. Sampling was done through non-probability sampling techniques and used 100 respondents as samples. The research findings show that: The results of this study indicate that Online customer review and Online customer review have a significant effect, both partially and simultaneously (together) on consumer purchasing decisions. However, price has no significant effect on consumer purchasing decisions. Thus, the results of this study make an important contribution to the management of Ventela stores in Medan city in improving marketing strategies and employee performance management. Ventela store management can utilize online customer reviews and ratings as one of the factors that can improve consumer purchasing decisions and employee performance.

THE INFLUENCE OF HUMAN CAPITAL MANAGEMENT PRACTICES ON THE JOB PERFORMANCE OF EMPLOYEES

This study focuses on the operations of human capital management (HCM), which include training and development, hiring and selection, and performance assessment. The research investigates the link between employee performance and the bottom line of the Indian telecom business. An examination of the ways in which the human resource policies and processes in India's telecom business influence employee production is our primary objective. In the research activity that was indicated before, surveys serve as the foundation. Participants in the research include individuals who are employed in the public sector as well as the commercial sector of India's telecommunication infrastructure. In the process of conducting interrogations, the primary objective is to collect data. We were able to make use of descriptive statistics, correlation analysis, and regression analysis by our sample consisted of 272 individuals. Taking everything into consideration, the findings lend credence to the notion that human resource management strategies are significant and essential in influencing employee performance. To achieve this goal, it is possible to combine the process of examining their previous work to establish trust and confidence with training and development programs that aim to expand their knowledge and capabilities. Employees can perform their jobs more effectively when they are able to execute all these tasks, either individually or in combination. There is a substantial correlation between human capital management methods and employee performance as well as the practices themselves.

Research on the Application of Manager's Psychological Capital in Enterprise Performance

In the contemporary era, as competition among businesses intensifies, innovation and development in enterprise performance management are becoming increasingly crucial. Continuously enhancing employees' professional knowledge and skills not only improves their work capabilities but also boosts organizational performance, aiding companies in achieving sustainable development. Psychological capital, the latest theory in contemporary management science, transcends human and social capital, possessing characteristics of originality and forward-thinking. Managers, in their daily work, directly influence the attitudes and behaviors of their team members through formal or informal guidance and supervision. Creating a psychologically conducive environment, characterized by happiness, fulfillment, and belongingness, can positively and significantly impact managerial behavior, thus maximizing organizational effectiveness and managerial performance. Historically, businesses have prioritized employee performance management in human resources management processes, often neglecting the psychological needs of managers, thereby hindering the effective implementation of many incentive measures. Therefore, this study explores three dimensions of psychological capital and organizational performance, constructing a relevant structural equation model. By employing theoretical and empirical analysis methods, it validates the positive influence of psychological capital on organizational performance, providing insights into the impact of managerial psychological capital on organizational performance and actively contributing to the realization of corporate strategic objectives.

Impact of Critical Success Factors on International ISO Accreditation for the Botswana Public Health Laboratories

The purpose of this study is to identify critical success factors and their impact on implementation of quality management system at selected Public Health Laboratories in Botswana. The study population was from the targeted seven accredited Public Health Laboratories in Botswana. Data on critical success factors was collected using a questionnaire. The questions were based on the critical success factors for implementation of total quality management identified during the literature review. Ten Critical Success Factors for successful implementation of the quality management system were rated by a group of questions using a five point Likert scale method. The 5-point Likert scale includes the items: strongly agree, agree, neutral, disagree, and strongly disagree. Strongly agree was assigned a score of 5, agree is assigned a score of 4, neutral is assigned a score of 3, disagree is assigned a score of 2 and strongly disagree a score of 1. The mean of the assigned ratings is 3.0. Critical success factors which score mean greater than 3.0 will be classified as agree while those mean less than 3.0 will be classified as disagree. All the ten critical success factors had a mean above of 3.0, with a range of 4.77 to 3.57. All the ten success factors were deemed critical; Employee empowerment Strategic quality planning, Process management, Performance management, Quality culture, Management and leadership, Training, Supplier Management, Customer focus, Information analysis.

Total Quality Management and Employee Performance among Motorcycle Dealers: Basis for TQM Initiatives

Total Quality Management is an organizational technique for continuous improvement that would improve and augment employee performance. The study explores the relationship between total quality management and employee performance. This paper helps fill a gap in the literature by measuring total quality management implementation and employee performance among motorcycle dealers. The study's dependent variable is employee performance with two sub-variables: task performance and contextual performance. While the independent variable is total quality management using ISO 9001:2015 standards, namely, customer focus, leadership, engagement of people, process approach, evidence-based decision making, continual improvement, and relationship management. The study utilized quantitative and descriptive research design. The study took 145 participants using a simple random sampling method. The study results have shown that the seven TQM elements significantly influence employee performance measures. The findings imply that total quality management plays a vital role in the performance and success of an organization. Hence, motorcycle dealers should continue implementing total quality management with all variables to improve performance. Motorcycle dealers should improve employees' involvement, commitment, and awareness of TQM, enhance the organizational structure, and provide resources to overcome the barriers that prevent effective implementation of TQM. Keywords: Total Quality Management, Employee Performance, Motorcycle Dealers

ANALYSIS OF THE EFFECTIVENESS OF EMPLOYEE PERFORMANCE APPRAISAL THROUGH EMPLOYEE PERFORMANCE TARGETS (SKP)


 
 
 
 Employee performance appraisal in the public sector is an important element of human resource management. The aim is to measure the achievement of work targets and provide constructive feedback to improve individual and organizational performance. Employee Performance Target (SKP) is an evaluation tool used in employee performance management in the public sector. SKP is used to measure the achievement of work targets and provide constructive feedback to improve individual and organizational performance. However, the implementation of SKP does not always run well and optimally. Some factors that can hinder the effectiveness of SKP include the lack of understanding and competence of employees in preparing SKP, lack of support and supervision from superiors, and lack of employee involvement and participation in the performance appraisal process. The research method we used involved a qualitative approach focused on literature study. The qualitative approach was chosen because it can provide an in-depth and contextual understanding of the phenomenon of employee performance appraisal through Employee Performance Targets (SKP). The results of this study show that there are several weaknesses found in the application of SKP, namely less objective, less competent, less active, less productive, and less responsible. In addition, there are several challenges in the application of SKP, namely less effective, less productive, less competent, less responsible, and less efficient. In assessing employee performance, SKP has the advantage of increasing employee motivation, productivity, efficiency, and effectiveness. However, its application still faces challenges in the aspects of effectiveness, productivity, competence, responsibility, and efficiency.
 Keywords: Effectiveness, Employee Performance Appraisal, Employee Performance Targets (SKP)
 
 
 

Role of Knowledge Management Process in Fostering Employee Performance: Assessing the Moderating Effect of Smart Technologies

Purposes-The Patients are considered Customers in the Healthcare sector. So, they expect high-quality services and the best employee performance. Patient’s awareness of the service's excellence in healthcare is considered one of the main factors in measuring the service's quality. Therefore, this study aims to examine the link of the knowledge management process (KMP) with the performance of the employees in the health cluster of Hail. This study also focuses on the moderating role of smart technologies between the Knowledge management process and employee performance in the case of the Hail health cluster. Design/Methodology/Approach- Data was collected from the employees of Hail health cluster, Saudi Arabia. The sample size for the data analysis is 380, and data is gathered from May to August 2023 with the help of a well-structured questionnaire. Findings are extracted with the help of Smart PLS. Findings- The results of the current study illustrate that the knowledge management process has a positive relationship with employee performance. Smart technologies help to increase the KMP and further enhance the performance of employees working in the health cluster in Hail. Research limitation/implications- This study has comprehensively examined (KMP) as an independent variable influencing employee performance. Still, upcoming examinations can use other measurements of knowledge management, such as knowledge management capabilities, knowledge management practices, etc. Furthermore, this study is limited to the service sector, so future studies can use this model for the manufacturing sector to analyse the accuracy of the model. Originality/Value - This research explains the relationship between Knowledge management processes, employee performance and smart technologies in the healthcare sector. This study attracts this sector to use smart technology because the use of technologies not only increases the knowledge management process but also enhances the work abilities of employees. Based on the findings, this study has a unique contribution in the dust of studies related to knowledge management, such as no study to date conducted using a combination of these variables. This study is the best literature for policymakers, health management and researchers.

Barriers To Implementation of Quality Management Systems (Qms), of Accredited Public Health Laboratories, In Botswana

The purpose of this study is to identify factors that hinders the implementation of Quality Management Systems(QMS)in selected Public Health Laboratories. The study population was from the targeted seven accredited Public Health Laboratories in Botswana. Data on critical success factors and their respective elements was collected using a questionnaire. The questions were based on the critical success factors for implementation of total quality management identified during the literature review. Ten Critical Success Factors were rated by a group of questions using a five point Likert scale method. Strongly agree was assigned a score of 5, agree is assigned a score of 4, neutral is assigned a score of 3, disagree is assigned a score of 2 and strongly disagree a score of 1. The mean of the assigned ratings is 3.0. Critical success factors which score mean greater than 3.0 will be classified as agree while those mean less than 3.0 will be classified as disagree. All the ten success factors were deemed critical but four of the critical factors had elements that were regarded as barriers to QMS implementation. The ten critical success factors identified were;Employee empowerment Strategic quality planning, Process management, Performance management, Quality culture, Management and leadership, Training, Supplier Management, Customer focus and Information analysis. On the contrary, four critical success factors had elements that scored less than 3.5 mean, so the elements were regarded as barriers to QMS implementation; Effective communication between management and employees, Staff compensation not linked to achieving quality goals, Employees are rewarded for their performance and Employees not taking part in evaluating suppliers.

Investigating the role of human resource management practices on employee performance through PLS-SEM approach: a case study of academic libraries in India

Purpose The purpose of this study is to explore the association between select human resource management practices and employee performance in academic libraries in India. Design/methodology/approach The current study uses the quantitative method of research. Partial least squares-structural equation modelling (PLS-SEM) was used to analyse the results. The current study uses a cross-sectional approach by using a convenient sampling method. The sample size of the study was 163, which was adequate for conducting PLS-SEM analysis. Findings The study found a significant positive correlation between human resource management practices and employee performance in academic libraries. This suggests that the implementation of effective human resource management practices has a beneficial impact on various aspects of employee performance. Research limitations/implications The study’s cross-sectional design may limit the ability to establish causality or determine the direction of the relationship between human resource management practices and employee performance. The study may have limitations regarding the sample size and its representativeness. If the sample is small or limited to specific academic libraries in India, it may not be possible to generalise the findings to a broader population of academic libraries in the country or to libraries in other regions or countries. Practical implications The study has practical implications for academic libraries in India. By recognising the significant correlation between human resource management practices and employee performance, libraries can prioritise the implementation of effective human resource management strategies. This includes aligning human resources practices with organisational goals, focusing on employee development and engagement and adopting best practices in recruitment, training and performance management. Social implications This study can have broader social implications by promoting a supportive and productive work culture that positively impacts the academic library community. Originality/value The paper focuses on a quite important and largely unexplored area of human resource management within the academic libraries sector.

Employee Performance Management: The Impact of Competing Goals, Red Tape, and PSM

Employee performance management (PM) can benefit employees, organizations, and wider stakeholders, but it is often done poorly, and public administrations pose contextual constraints to doing it well. It has inherent tensions between the goal of accountability and development, is complex, and requires alignment across both a formal administrative level and an informal psychosocial level. In public administration, three contextual factors add complexity and difficulty—competing goals, red tape and public service motivation. This study examines how line managers—a neglected group in PM studies—“do” performance management in practice. Data were collected via interviews with public sector managers in the “new public management” influenced New Zealand public sector. Competing goals and red tape make PM difficult, offer little accountability, and inhibit employee development, which often must run parallel to formal practices. They also limit managerial skill development. Failings in one practice, such as setting employee goals, impact subsequent formal and informal practices. Public service motivation provides workarounds. To work well, modern performance management could be reconstrued less as a compliance activity and more as a psychosocial process reinforced by a formal, prescribed organization system. Practical insights into barriers and opportunities, to improve performance management, are identified.

Pengembangan Sistem Informasi Manajemen Kepegawaian pada Yayasan Pondok Pesantren Nurul Huda Sukaraja

Along with advances in information technology, the Nurul Huda Islamic Boarding School Foundation still relies on managing personnel data manually without adopting a personnel management information system. This research aims to design a personnel information system that includes employee data management, including rank, leave applications, attendance, further studies, and monitoring of employee performance. In this research, the methodology used is Extreme, which is used to model process flow. In contrast, Data Flow Diagrams (DFD) are used to model data flow in a system, helping to clearly describe processes, data, and interactions between system components. The system development method used is extreme programming. Then, the system will be tested using the Black Box Testing method. The results show that the system is 100% valid and 100% compatible.

The role played by high-performance work systems in reducing turnover intention in the Kuala Lumpur tourism sector: The role played by job embeddedness and organisational justice

The study examined the role of high-performance work systems in reducing turnover intention within the tourism sector of Kuala Lumpur and the mediation effect of organisational justice and job embeddedness. A quantitative design was applied to the data collected from 112 rank-and-file employees of Kuala Lumpur restaurants. The findings revealed that employee relations, performance management, and appraisal reduced employee turnover intention. The findings contributed to the literature by highlighting the mediation effects of job embeddedness and organisational justice. Moreover, the current study emphasised the importance of promoting employee workplace practices that foster high-performance work systems to retain talented employees. The findings also provide implications for the tourism sector and organisations and reveal the significance of policies and practices to ensure high-performance work systems, organisational justice, and job embeddedness in increasing employee retention and reducing turnover intention.

Analysis of the Ulun Tagom Concept (Putra Regional) in Lumbis Pasiangan Office Performance Management, Nunukan District, North Kalimantan

<span lang="EN-US">The purpose of this research is to examine and find out the principles of the concept of "Ulun Tagom," which means "Son of the Region," in employee performance management at the Lumbis Pansiangan District Office as a performance appraisal. This study uses a qualitative discrete approach to describe the Ulun Tagom (Son of the Region) phenomenon in employee performance management in Lumbis Pansiangan District by gathering as much information as possible and integrating valid data obtained from interviews, documents, and observations. The results can be concluded: 1) The principle of Ulun Masiog, which in ancient times during the mengayau era meant "knight," is a code of ethics for a group of people who uphold adat and have the determination to protect and look after their people. 2) Amod's Principle Amod can mean creative, innovative, and productive based on honesty and sincerity in carrying out a job. 3) The Atulikas Principle the Atulikas principle emphasizes timeliness in completing work. That is, in carrying out work, the Dayak Agabag indigenous people do a thorough job, must focus, must not procrastinate on work, and do not take work lightly, so that this principle morally influences Ulun Tagom employees in completing work.</span>