Performance Management System Research Articles

New Approach for Quality Function Deployment Based on Linguistic Distribution Assessments and CRITIC Method

Quality function deployment (QFD) is a customer-oriented quality management tool used to maximize customer satisfaction by considering the correlations between customer requirements and engineering characteristics. However, the conventional QFD method exhibits some shortcomings when used in real situations, especially in terms of correlation evaluation and engineering characteristic ranking. Therefore, the objective of this study is to propose a new QFD approach based on linguistic distribution assessments and the CRiteria Importance Through Inter-Criteria Correlation (CRITIC) method to improve the effectiveness of the traditional QFD. Specifically, linguistic distribution assessments are utilized to describe the relationships between customer requirements and engineering characteristics. The CRITIC method is extended and used to determine the ranking orders of the engineering characteristics identified in QFD. To demonstrate the feasibility and practicality of the proposed QFD, a case example regarding the performance management system’s development is presented. It is shown that the QFD approach proposed in this paper can not only represent experts’ uncertain linguistic relationship evaluations flexibly but also determine more reliable importance rankings of engineering characteristics in production planning.

A Systematic Review of Integration of Big Data Analytics in Performance Management System: Issues and Insights

A Systematic Review of Integration of Big Data Analytics in Performance Management System: Issues and Insights

효과적 대학원 질 관리 방안 연구

As graduate education is emphasized as a key field that plays an important role in strengthening national competitiveness, comprehensive quality management of overall graduate education is required. This study was conducted to explore ways to establish an effective performance management system for graduate education and research. To achieve this objective, the study provided an overview of the graduate school information disclosure system, assessed awareness of current performance indicators for quality management in graduate programs, and aimed to identify additional indicators that require strategic management. The study also examined the perceptions of educational stakeholders regarding the importance of new information disclosure items for effective graduate school quality management and compared the perceived importance and implementation levels according to those responsible for graduate-related tasks within the institution. The analysis revealed that the current level of management is relatively inadequate compared to the importance in areas such as research performance, educational conditions and support systems, education and industry-academia cooperation, school and foundation accounting, and post-graduation pathways. Furthermore, it was identified that specific information items, including full-time faculty research performance, qualifications and regulations related to thesis evaluation, current status and measures related to graduate student rights, and educational expenses per graduate student, need to be newly included in the disclosure system.

An Analysis on Performance Management Systems Analysis at Apollo Hospitals, Jayanagar, Bangalore

Performance management systems play a pivotal role in enhancing organizational effectiveness by aligning employee performance with strategic goals. This study focuses on the performance management systems (PMS) at Apollo Hospitals, Jayanagar, Bangalore, a leading healthcare institution. The research aims to analyze the effectiveness of the PMS in fostering employee development, ensuring accountability, and meeting organizational objectives. Key aspects such as goal setting, appraisal mechanisms, feedback processes, and their alignment with organizational values are examined. The study employs both qualitative and quantitative methods, including surveys, interviews, and performance metrics analysis, to evaluate the PMS's efficiency and its impact on staff motivation, productivity, and job satisfaction. Results highlight the strengths of the existing system, such as structured feedback loops and competency-based assessments, while identifying areas needing improvement, including timely evaluations and more robust career development plans. The findings provide actionable insights for optimizing PMS in healthcare settings, ensuring better alignment between employee performance and patient care quality. This research underscores the critical role of well-designed PMS in achieving operational excellence in healthcare organizations. Key Words: Performance Management System, Apollo Hospitals, Employee Development, Healthcare Efficiency, Organizational Goals

Analysis of a third‐party action incident in a gas pipeline: A case study of the Cuiabá Lateral Pipeline in Brazil

AbstractThe impact of third‐party actions remains a primary cause of induced failures in transportation systems. In response, the operational safety management system needs continual revision and robust implementation to mitigate such risks effectively. This study goes through the analysis of an incident involving the rupture of a gas pipeline, specifically examining the event that happened in January 2021 along the Cuiabá Lateral Pipeline in Mato Grosso, Brazil. A comprehensive comparative evaluation is undertaken, contrasting the investigation taken by the pipeline operator, and the analysis conducted by the regulatory body. Within the Brazilian context, operators are mandated to adhere to the Technical Regulation of Onshore Oil and Gas Pipelines (RTDT), a regulatory framework grounded in process safety, encompassing requirements for inspection, community engagement, and incident investigations. The regulator assumes an important role in evaluating the investigations carried out by operators. This research sheds light on the divergent perspectives surrounding the management system, depending on whether it is viewed from the operator's lens or the regulator's standpoint. operators tend to emphasize community actions, whereas regulators focus on the efficacy of preventive measures against third‐party actions, underscoring the significance of inspection frequency.

Are developmental performance management systems inclusive? An intersectional analysis for age and gender

Purpose Rooted in Joan Acker’s “gendered organisations” framework, this paper aims to explore the impact of employee’s developmental performance management systems (DPMSs) on occupational wellbeing, highlighting gender and age-based intersectional disparities within organisations. Design/methodology/approach This study uses data from a sample of more than 600 Italian employees and investigates with a three-way interaction, the effect that DPMS have on employee’s occupational wellbeing by considering the intersectionality between gender and ages’ categories. Findings The findings dismiss the idea that DPMS can be regarded as a practice for inclusion. Moreover, the analysis discloses the need for intersectional perspective as the authors do reveal different effects of developmental performance system adoption on occupational wellbeing for people in diverse intersections of genders and ages. Originality/value This paper expands on Acker’s tradition with a focus on age, dismissing the possible inclusive outcome of competency based employee performance systems.

Examining the nexus between staff development practices and employee performance at a selected Municipality in KZN

Globally, staff development is essential for enhancing employee performance and promoting organizational success (Akdere & Egan, 2020). In the context of local municipalities in KwaZulu-Natal (KZN), the absence of effective staff development has been recognized as a significant factor contributing to inadequate service delivery (Thusi & Selepe, 2023). Although the importance of staff development is acknowledged, municipalities face challenges in determining the effectiveness of these initiatives (Zulu, Yalezo & Mutambara, 2022). The COVID-19 pandemic has further intensified these issues, resulting in organizational changes, such as the shift to remote work, which have affected employee performance (Rogerson & Rogerson, 2020). This study investigates the influence of staff development programs on employee performance, with a focus on the Msunduzi Municipality. A literature review identified notable challenges, including insufficient engagement, inadequate compensation, and a lack of consultation during the development of performance management systems (Khunoethe, 2021; Govender & Bussin, 2020). The study is grounded in Human Capital Theory, which suggests that investing in employee skills leads to enhanced performance and improved service delivery (Mphahlele & Zandamela, 2021). The methodology involved purposive sampling and in-depth interviews with staff at the Msunduzi Municipality to gain insights into their perceptions of staff development programs. The findings indicated that while training programs were appreciated, they often lacked alignment with broader organizational goals. Personal Development Plans (PDPs) were identified as vital for synchronizing individual growth with municipal objectives; however, challenges related to performance management persisted, reflecting a compliance-driven culture. The study advocates for the implementation of a more integrated staff development framework that focuses on goal-oriented, needs-based training aligned with organizational objectives. Additionally, continuous monitoring and mentorship programs are recommended to ensure ongoing improvements in service delivery and employee performance. Addressing economic constraints through strategic resource allocation will be crucial in overcoming these challenges.

Systems analysis of the national performance management system for TVET lecturers in South Africa

A quality performance appraisal (PA) and continuing professional development (CPD) system is an essential component of a national performance management system for TVET lecturers. It is intended to support an improvement in lecturer quality and accountability, strengthens student graduation rates and feeds national human resource development for sustainable employment. The aim of this research study was to contribute to improvements in the functional integration and synergies between PA and the CPD system as applied in TVET colleges. The study involved the collection of qualitative data at six South African TVET colleges in order to develop a general description that captures the key features and interactions commonly shared across the case studies in a general analytic model. Data collection, coding and analysis informed the iterative development of a systems model based on causal loop analysis (CLA). This application of the CLA tool provided the means to represent multiple relationships and the feedback loops between them visually. We found that four main causal loops strongly influence the dynamics of PA and the CPD system. The findings offer an analytic platform for further research towards strengthening and reviewing the overall performance management system for TVET lecturers.

Development of an automated system for comprehensive academic performance management

The document presents a study focused on the development of an automated system for the comprehensive management of academic performance in secondary education institutions. The main focus of this work is to enhance communication between schools, students, and parents by implementing advanced technologies, specifically the WhatsApp API and Google Sheets. The project emerges in response to the limitations of traditional communication methods, such as printed circulars, emails, and phone calls, which are considered ineffective in a modern educational environment. These traditional methods face challenges such as a lack of immediacy, the potential for information to be lost, and the lack of timely responses from recipients. In contrast, WhatsApp offers an immediate and accessible communication platform that can be integrated with automated systems to send personalized alerts about students' academic performance. The proposed system aims to automate the process of academic monitoring and notifications to parents using Google Sheets to manage academic data and the WhatsApp API to send instant messages. This will enable faster and more effective communication, facilitating timely intervention in case of academic issues. Additionally, the implementation of this system is expected to reduce administrative burdens and improve parental involvement in the educational process, thus contributing to a decrease in school dropout rates and academic failures.The work concludes that the integration of digital technologies in academic management not only optimizes available resources but also strengthens the relationship between educational institutions and families, fostering a collaborative environment oriented toward student success.

Towards an Integrated Performance Management and Measurement System for healthcare organisations: a case study in Montreal

This study proposes an approach for developing or improving performance management and measurement systems (PMMSs) for healthcare organisations. First, data is collected to analyse and understand the current organisation’s performance management system. Second, the SWOT (Strengths, Weaknesses, Opportunities, Threats) method is used to identify the main aspects of the performance management system to be improved. Third, based on the scientific literature and SWOT analysis, BSC principles are integrated to this performance management system to better align the organisation’s performance objectives and indicators with its strategy. Finally, we develop a performance indicator structure and select indicators to be used as well as how these indicators could be integrated and shared with higher hierarchical levels in the organisation by using AHP (Analytic Hierarchy Process). Our approach is applied to the CIUSSS du Centre-Sud-de-l’île-de-Montreal (CCSMTL), a large healthcare network, in the province of Québec, Canada.

Data-driven Management and Taylorist Fantasies: A Case Study of Performance Quantification in the Indian IT Services Industry

Human capital management (HCM) software applications are being widely used to assess the performance of knowledge workers in various sectors of the Indian economy. The use of data-driven performance management systems is claimed to make the performance appraisals fairer and more transparent to the worker, and their supposed objectivity is used to justify their deployment in the workplace as instruments of remote surveillance. This paper presents insights from the case study of a performance management system that was installed at an Indian IT services organisation following the transition to remote work. Despite its mobilisation around greater accuracy and objectivity in performance appraisals, the paper demonstrates that techniques of quantification in the system generated information that was empty of any managerial value. The dichotomous understanding of productivity encoded in the system also entrenched the subjective interests of managers into performance appraisals, creating conflicts of interest in supervision that eroded the interests of the workers. As the system misread and distorted the everyday realities of work, the workers governed by it were compelled to engage in “meta work” (Maggiori 2023) that effectively undermined their productivity. By staging the empirical insights from this case study within the politically fraught character of digital Taylorism, the paper seeks to understand why the performance management system failed to meet the sanguine promises of the digital that are often marshalled around data-driven management. Based on evidence from the Indian IT sector, it argues that the translation of worker activities into egregiously oversimplified productivity data, and the eventual normalization of the data using statistical techniques, enabled the organisation to translate the worker population into a fleet of disposable human capital. This, it further argues, has been a strategy that has been in place not only to control alienated labour but also to protect the IT industry’s ability to arbitrage labour costs amidst the vagaries of informational capitalism.

An Integrated Operations Management System for Enhancing Administrative Efficiency in Ghana's District Assemblies

The COVID-19 pandemic, driven by the SARS-CoV-2 virus, necessitated an unprecedented shift to remote work, revealing critical gaps in digital infrastructures capable of maintaining organizational operations. This challenge was particularly pronounced in district assemblies in Ghana, where traditional, paper-based workflows impeded the transition to remote environments, heightening operational vulnerabilities. Despite the World Health Organization (WHO) downgrading COVID-19 as a Public Health Emergency of International Concern (PHEIC), the global ramifications of the virus and potential for future pandemics underscore the need for resilient, adaptable digital solutions. This paper presents an online integrated business operation management system tailored for district assemblies in Ghana. The system was developed using the Rapid Application Development (RAD) methodology, facilitating rapid, iterative deployment and user-centric design. Technologies such as HTML, CSS, and PHP were utilized for the front-end, while MySQL ensured secure and efficient back-end data management. The approach helped to digitize core administrative processes and transition from paper-based operations to streamlined electronic workflows. The implemented system successfully digitalized essential administrative workflows, improving operational continuity and efficiency. By replacing conventional procedures with robust electronic processes, the system provides a sustainable framework for enhanced functionality in public sector management. Furthermore, it strengthens organizational preparedness for future disruptions, ensuring resilience in remote and hybrid work contexts. The scope of this research is limited to district assemblies in Ghana, which may constrain the generalizability of the findings to other administrative contexts or geographical regions. Further studies could explore customization for broader governmental structures and assess long-term impacts on service delivery and user satisfaction. This paper presents a novel application of digital transformation principles within the public sector, addressing a critical gap in e-governance solutions for district assemblies in Ghana. By integrating user-focused design and scalable technology, the proposed system not only meets current administrative demands but also positions district assemblies for enhanced functionality and resilience in the face of future challenges.

Employees Intentions to Use Performance Management System in Regional Bank: Perspective from Generation-X

Employees Intentions to Use Performance Management System in Regional Bank: Perspective from Generation-X

Performance management systems for sustainability in SMEs: An interventionist approach

To address global sustainability, engagement from every social sector is necessary. In this context, businesses can play a pivotal role. Therefore, it is urgent to establish proper management tools in order to support or-ganizations' top management in addressing these goals. While larger firms are making progress in measuring, managing and reporting sustainability performance, small and medium enterprises (SMEs) are lagging behind for various reasons – such as the lack of regulatory frameworks, standards, managerial competence and more. In OECD countries, SMEs account for 40% of private sector GDP. As such, their relevance and role in pursuing sustainability cannot be overlooked. This research aims to advance understanding of the development and implemen-tation of performance measurement and management (PMM) systems taking into account the sustainability dimensions of performance in SMEs. This is key to al-lowing businesses and their management to measure and monitor their impact at the economic, social and environmental levels. In order to do this, the research is based on action research and the incorporation of an interventionist approach. In particular, the authors have developed a sus-tainability PMM for a medium citrus company operating in the B-to-B market and based in Southern Italy.

Performance Management Systems in Micro, Small, and Medium Enterprises: Lessons learned from Times of Uncer

The rising popularity of performance management systems (PMSs) as a means of navigating the uncertain competitive landscape shaped by the ongoing impact of the COVID-19 pandemic and the recent economic crises and armed conflicts is a well-documented phenomenon in the field of managerial studies. A substantial body of research has been dedicated to examining the role of PMSs in facilitating decision-making processes, strategy implementation, and management efficiency within large organizations. However, a clear discrepancy exists between theoretical and practical perspectives on the implementation and utilization of PMSs in medi-um, small, and micro-enterprises. This article relies on 26 in-depth interviews with entrepreneurs and accountants involved in performance assessment in medium, small and micro-enterprises in Italy. The results demonstrate that the unprecedent-ed levels of uncertainty brought about by the advent of the COVID-19 and the subsequent periods of economic crisis have stimulated a more intense and com-prehensive use of PMSs among medium and small enterprises. In contrast, micro-enterprises have not been affected in their reconsideration of performance moni-toring. This work aims to provide scholars, managers, financial advisors, and con-sultants with a more precise overview of PMS in small and micro enterprises. It also strives to complement the limited number of studies on this topic by providing valuable theoretical and practical implications that both scholars and practitioners can leverage. Additionally, future research avenues are provided.

Performance Management and Evaluation Systems among Science Teachers in Chinese Private Middle Schools

This paper is devoted to the in-depth analysis and evaluation of the performance management and evaluation system of middle school teachers, aiming at building a comprehensive and effective improvement strategy framework. The core purpose of this strategic framework is to promote the professional development of teachers and enhance their teaching capabilities, thereby significantly improving the quality of education in schools. In the process of achieving these objectives, special attention is paid to identifying and resolving problems and deficiencies in the existing performance management and evaluation system, including but not limited to key issues such as inconsistent evaluation criteria, lack of feedback mechanisms, and improper incentive measures. It will also explore how to better meet the growth needs of teachers in their careers and how to provide teachers with appropriate professional recognition through performance management systems. Through in-depth research and understanding of these key issues, it is expected to formulate fair and transparent evaluation standards, establish timely and constructive feedback mechanisms, and design an incentive system that can truly stimulate teachers’ inner motivation. The improvement strategy will integrate a variety of research methods, including questionnaires, in-depth interviews and case studies, and strive to collect data from multiple perspectives to ensure the comprehensiveness and accuracy of research results. At the same time, we will actively refer to the advanced performance management theory and practice cases at home and abroad, combined with the actual situation of middle school education in our country, and put forward feasible optimization suggestions.

Assessing the Impact of Performance Management Systems on Reward Management and Staff Motivation in Malawi: A Case Study of Lilongwe University of Agriculture and Natural Resources (LUANAR)

The study assessed the impact of performance management systems (PMS) on reward management and staff motivation at the Lilongwe University of Agriculture and Natural Resources (LUANAR) in Malawi. Its objectives were: to assess the implementation of the PMS at LUANAR, focusing on its alignment with reward management practices and its effect on staff motivation; to examine the efficacy of the current PMS at LUANAR in enhancing reward management practices and staff motivation; and to identify challenges affecting the optimal functioning of the PMS along with devised interventions at LUANAR. The study utilized Performance Management and Equity Theories to assess PMS alignment with reward practices. A mixed-method design was employed, incorporating qualitative and quantitative approaches. The sample included 106 respondents, comprising: academic staff, administrative personnel, and management officials involved with PMS using purposive sampling for specific groups and simple random sampling for statistical representativeness. Data collection involved semi-structured interviews and structured questionnaires. A 100% questionnaire return rate was achieved. Qualitative data were analyzed thematically to identify patterns, while quantitative data were processed using descriptive statistics with SPSS version 20. The analysis showed that 67% of respondents viewed the alignment between PMS and reward management positively, although 27% noted inconsistencies in reward reflection. Motivation levels varied, with 49% experiencing an increase and 33% reporting a decrease, indicating issues with the clarity of performance-reward links. While 80% of respondents reported a high adoption rate, 10% faced barriers such as insufficient training. Performance metrics were positively rated by 60%, but 15% found them unclear. Additionally, concerns included inconsistent professional development opportunities and perceived inequities in rewards and feedback. Besides, the study noted that the ineffectiveness of the current PMS is due to a lack of coherent government policy and insufficient leadership support, leading to non-adherence to performance practices and a decline in service delivery, which negatively affects staff motivation and rewards. In response, the study recommends that LUANAR refine its PMS by ensuring transparent and consistent reward criteria, improving clarity in performance-reward links, and investing in comprehensive training programs. The university should also clarify performance metrics, standardize feedback protocols, and develop equitable professional development opportunities. Enhancing leadership support for the PMS and addressing perceived inequities in reward distribution are crucial for boosting staff engagement and effectiveness. These recommendations aim at addressing identified deficiencies and improve the implementation and impact of the PMS at LUANAR.

Literature Review of Performance Management Systems and Their Impact on Employee Performance

This journal presents a comprehensive literature review on Performance Management Systems (PMS) and their influence on employee performance, focusing on studies published from 2020 onwards. PMS is a crucial organizational tool designed to align individual goals with broader organizational objectives, promoting employee engagement, productivity, and overall success. Through analyzing ten scholarly articles, the review highlights several key themes: the role of PMS in enhancing employee engagement, the adaptability of PMS across various industries, and the impact of PMS on productivity. Studies suggest that well-designed PMS can lead to higher employee engagement and job satisfaction by providing clear goals and regular feedback. However, the review also discusses challenges related to PMS implementation, particularly in industries with high uncertainty, where a one-size-fits-all approach may not be effective. Additionally, the literature emphasizes the importance of flexibility within PMS, as it allows organizations to adapt to changing market conditions and employee needs. Despite its benefits, PMS can face resistance during implementation, which requires careful management of change processes. The review concludes that a successful PMS is one that is adaptable, inclusive, and integrated with organizational culture, offering valuable insights for organizations seeking to improve employee performance. Future research could explore the long-term impact of PMS on employee behavior and organizational sustainability

Pengaruh Manajemen Operasi di Era Digital Terhadap Penjualan Pada E-Commerce

Operations are defined as activities that manage production factors and create value-added products through the transformation process. However, to remain competitive in an increasingly dynamic market, e-commerce companies must optimize their operations, particularly in the areas of logistics, inventory, and customer service management. This is evidenced by the growing ease with which people can meet their needs, especially with the presence of modern marketplaces throughout society. The research method used is literature research, which focuses on the collection and analysis of secondary data from various relevant sources. The sources of information used in this context include books, journal articles, research reports, and other relevant documents. In addition, the collected data will be analyzed systematically to identify patterns, trends, and gaps in previous research. Operational management of e-commerce in Indonesia faces various complex challenges. One of the main issues is related to logistics and delivery. Inadequate infrastructure in various regions, especially remote areas, results in longer delivery times and significantly increased logistics costs. Furthermore, inventory management is also a major issue. Operational management of e-commerce sales encompasses several structural or regulatory aspects, operational aspects, and operational management systems.

UTILIZING BLOCKCHAIN AND SMART CONTRACTS TO ENHANCE TRANSPARENCY AND EFFICIENCY IN HUMAN RESOURCES MANAGEMENT PROCESSES: A CONCEPTUAL APPROACH

Combining the principles of the blockchain and smart contracts with the human resources management framework can be viewed as a chance for further advancement of organisational transparency and performance. This approach looks at how the characteristics of blockchain require decentralisation and immutability to help solve common HRM issues, including data accuracy, recruitment and payroll issues. For instance, using smart contracts, some of the human resource operational processes can be transacted only when specific contractual conditions are met, hence leaving out any middlemen and reducing corruption cases. Additionally, using blockchain in the HRM will make it easy to provide verifiable employee details, efficient management of human capital, and accreditation of performance management systems. Ensuring the existence of an accurate and immutable employee register strengthens the shareholders' confidence; the improvement of business decisions based on the data provided by the HR department meets the increasing trend for HR data transfers. It is, therefore, believed that if organisations continue to implement digital solutions, blockchain has the potential to grow as the premier option for enhancing engagement and performance as an element of HRM. This study, therefore, seeks to establish a literature review on how blockchain and smart contracts could be applied in HRM and the consequential recommendation for future research and practice. Extending from the comprehensive literature review of the current state of HRM technologies, this study aims to develop a framework regarding how these technologies can be utilised to foster increased transparency, efficiency and equity in strategically managing people resources.