Performance Management System Research Articles

Performance management systems in startups: an analysis of stages of development and catalyst factors

PurposeThis study aims to understand the manifestation and adherence of performance management system (PMS) components in Brazilian startups, concurrently considering the different stages of development and catalyzing factors.Design/methodology/approachWe gathered data through semi-structured interviews with founders and C-level executives from 19 startups. We used an inductive and exploratory method to spot patterns and differences through content analysis, aiming for a contextual understanding of startup PMS manifestation.FindingsWe analyzed the PMS of each startup, highlighting the consistency and differences among PMS components in each stage, considering the value proposition, goals, performance perspectives, monitoring indicators, action plans and performance evaluation processes. We also observe various catalyst factors that played an important role in accelerating the early development of the PMS in each stage.Practical implicationsThis study provides a practical understanding of the meaning of each PMS component maturity that could be applied to startups in different stages and the catalyzing factors that played an important role in accelerating the initial development of PMS, providing practitioners with a holistic and situated context approach.Originality/valueThis is one of the first studies to provide empirical evidence on the manifestation and adherence of different components of the PMS in Brazilian startups, considering concurrently the organizational life cycle and existing catalyzing factors to the reality of these organizations.

Assessing the Travel Industry: Basis for a Centralized Travel and Tour Operation Management System

Most travel and tour operation management systems often suffer from fragmentation, lack of integration, inefficient processes, and limited scalability. These issues lead to delays, errors, poor coordination, and, ultimately, dissatisfied customers. Additionally, there is a notable absence of centralized platforms that can effectively manage various aspects of travel and tour operations, including bookings, itineraries, payments, and customer communications. To address these challenges, this study introduces a Centralized Travel and Tour Operation Management System for the tourism industry in Surigao City, Philippines. The proposed system will seamlessly streamline operations, enhances customer satisfaction, and improves overall efficiency in the travel and tourism sector by utilizing User Experience (UX) and User Interface (UI) design principles. This is to ensure that the system is accessible to users with different needs. The features of the system also include booking management, inventory management, customer relationship management (CRM), billing and invoicing, reporting and analytics, content management, and compliance and security. The study was conducted using both qualitative and quantitative research methods. The purposive sampling method was used to select participants based on specific criteria relevant to the research objectives. Tourists, both local and international, were asked to evaluate the current system and identify the problems or issues they encountered during the booking process. The results showed there are several key challenges in terms of the competition among tourism businesses and economic factors. There is also a need for an improved infrastructure, particularly transportation and safety measures, to facilitate easier access and ensure the security of tourists. The centralized booking and management systems is considered as a way to streamline planning and enhance convenience for visitors. that the proposed system is highly relevant in enhancing the tourism sector, contributing to the development and improvement of the travel and tourism industry

Proposed improvements on performance management system at PT JIEP by using balanced scorecard

Purpose: This study delves into the vital topic of performance management in the realm of human resources. Given the increasing demand for effective performance management systems in organizations, this study aims to bridge the gap between current practices and the need for a holistic approach that aligns individual goals with organizational objectives. Method: To achieve this, we employed a mixed-method approach, gathering data through surveys and interviews from a diverse range of employees and managers. Statistical techniques were used to analyze the data and provide insights into the effectiveness of the proposed model. Results: We expect our results to validate the proposed model, demonstrating clear improvements in employee and organizational performance metrics when implemented. The findings reveal strong correlations between the use of our model and enhanced performance outcomes. This study’s contribution to performance management is noteworthy. It introduces a comprehensive, adaptable model that can be applied across different organizations, offering both academic insights and practical solutions. This research not only advances theoretical knowledge but also provides a valuable tool for practitioners aiming to enhance performance management practices in their organizations.

ANALYSIS OF THE IMPLEMENTATION OF A COMPETENCE-BASED PERFORMANCE MANAGEMENT SYSTEM (STUDY AT PT SINGLURUS PRATAMA)

Human resources are a crucial element in achieving a company's objectives. The success of a company greatly depends on effective management of existing resources. Performance management plays a vital role in optimizing the performance of individuals, work units, and the company as a whole. A competency-based performance management system helps ensure that employee tasks and abilities align with the company's strategic goals. This system also contributes to rewarding high-performing employees who make significant contributions. PT Singlurus Pratama faces challenges in the coal industry and needs to enhance productivity through Competency-Based Human Resource Management (CBHRM). This research aims to explain the implementation of a competency-based performance management system at PT Singlurus Pratama and analyze its supporting and inhibiting factors. A descriptive research method with a qualitative approach is used to collect data through interviews, observations, and documentation. The research results indicate that employee awareness and discipline, collaboration between evaluators and employees, as well as technical and managerial support are the main supporting factors. However, subjectivity in evaluations, lack of employee involvement, and resistance to change are inhibiting factors that need to be addressed to achieve the success of the competency-based performance management system.

Using bibliometric analysis to determine the role of cutting-edge technologies in the development of future performance management system

Using bibliometric analysis to determine the role of cutting-edge technologies in the development of future performance management system

Analisis Studi Literatur Tantangan Penerapan Flexible Working

In the current digital era, the concept of flexible work has become increasingly relevant and pressing. The COVID-19 pandemic that swept the world has accelerated the adoption of flexible work practices, with many organizations forced to adapt to new situations where working from home has become the norm. However, the implementation of flexible work does not always proceed smoothly and presents various challenges, such as cultural and organizational changes, effective performance management, and equality of access and technology. This research analyzes the challenges and inhibiting factors in implementing flexible work based on previous literature studies. These challenges include cultural and organizational changes, performance management and supervision, equality of access and technology, work-life balance, conflict management and communication, as well as variations in the effects of flexible work on job quality. Inhibiting factors include difficulties in assessing individual readiness, technical challenges and infrastructure, competency gaps and technological limitations, as well as managerial difficulties. To address these challenges and inhibiting factors, organizations need to take appropriate steps, including policy adjustments, providing training and technology support, and developing appropriate performance management systems.

Is the Risk of Alzheimer's Disease and Related Dementias Among U.S. Veterans Influenced by the Intersectionality of Housing Status, HIV/AIDS, Hepatitis C, and Psychiatric Disorders?

Homelessness and housing instability disproportionately affect U.S. veterans with psychiatric disorders, human immunodeficiency virus/acquired immunodeficiency syndrome (HIV/AIDS), hepatitis C, and Alzheimer's disease and related disorders (ADRD). We examined housing status and/or HIV/AIDS in relation to ADRD risk and evaluated hepatitis C, substance use, and mental health disorders as mediators and/or moderators of hypothesized relationships, among U.S. veterans ≥50 years of age seeking Department of Veterans Affairs (VA) healthcare services. A retrospective cohort study was conducted using linked VA Homeless Operations Management and Evaluation System and Corporate Data Warehouse databases (2017-2023) on 3 275 098 eligible veterans yielding 133 388 ADRD cases over 5 years of follow-up. Multivariable regression and causal mediation analyses were performed, controlling for demographic and clinical characteristics. Taking stably housed veterans without HIV/AIDS as referent, ADRD risk was higher among veterans with homelessness/housing instability alone (adjusted hazard ratio [aHR] = 1.67, 95% confidence interval [CI]: 1.63,1.72), lower among veterans with HIV/AIDS alone (aHR = 0.65, 95% CI: 0.58,0.73), but similar to veterans with homelessness/housing instability and HIV/AIDS (aHR = 1.01, 95% CI: 0.79,1.29). In adjusted models, hepatitis C and psychiatric disorders were positively related to homelessness/housing instability and ADRD risk, but negatively related to HIV/AIDS. Statistically significant mediation and/or moderation of hepatitis C and psychiatric disorders were observed, although <10% of total effects were explained by these characteristics, controlling for confounders. Among older veterans, ADRD diagnoses over 5 years were less among those with HIV/AIDS, but more among those with homelessness/housing instability, and these relationships were partly explained by hepatitis C and psychiatric disorders.

Performance Management System Design and Implementation: Best Practices and Challenges

Purpose: This study delves into the intricacies of performance management system design and implementation within chinese organizations, drawing parallels with the challenges faced by the various other countries commerce and sectoral Associations (AACCSA). Theoretical reference: As china emerges as a global economic powerhouse, its diverse business landscape, influenced by cultural, economic, and regulatory factors, presents unique challenges and opportunities in optimizing organizational efficiency through effective performance management. Method: The research employs a mixed- method approach, combining qualitative and quantitative data from chinese organizations to explore practices, challenges, and attitudes towards performance management. Result and conclusion: The discussion interprets finding, highlighting strengths and areas for improvement within AACCSA’s performance management. Implication: The study reveals a balances gender distribution and a mature workforce within AACCSA, coupled with a highly educated and experienced employee base.

Fair play in family firms: examining the perceived justice of performance management systems

PurposeThis study examines the intricate relationship between family influence and perceived justice in performance management systems within family firms. Recognizing the unique dynamics that family ownership brings to human resource practices, the research aims to delineate how family presence affects both the process and the perception of fairness in performance evaluations.Design/methodology/approachUsing a conceptual framework, the research adopts a dual-method approach, combining a comprehensive literature review with theoretical modeling. The study synthesizes existing research and theoretical insights to explore the effects of family influence on the perceived fairness of performance management practices.FindingsThe findings reveal that family influence profoundly shapes fairness perceptions in performance management, impacting family and non-family employees. It affects systems' design, implementation and reception, with mechanisms including resource distribution and criteria alignment. Specifically, family influence molds fairness perceptions within the performance management process, enhancing organizational performance and fostering trust in family businesses, thus supporting sustainable growth.Originality/valueThis study contributes to the family business and human resource management literature by providing a nuanced understanding of how family dynamics influence perceptions of justice in performance management. It underscores the dual role of family influence in enhancing and complicating fairness perceptions, thus offering a balanced view that can inform academic research and practical HR management in family firms.

Exploring the Relationship Between Performance Management and Em-ployee Motivation: Case Study of Serbian Railways

Purpose – It aims to emphasize the importance of effective performance management practices in today's competitive business landscape, highlighting how they contribute to organizational success through enhanced employee motivation, engagement, and productivity. Aims(s) –The aim of this paper is to investigate various aspects of performance management, focusing on goal setting, feedback mechanisms, performance appraisals, recognition, and coaching. By examining the relationship between performance management and employee motivation, the paper aims to provide insights for organizations to design strategies that foster a motivated workforce and drive performance. Design/methodology/approach – it examines real-world examples and best practices to illustrate how organizations can implement these strategies to enhance employee motivation and ultimately achieve organizational success. Findings – The findings underscore the significance of goal setting within performance management, highlighting that specific and challenging goals increase employee motivation and performance levels. Moreover, performance management systems that emphasize goal alignment and regular feedback are found to further enhance motivation. Limitations of the study – Despite the comprehensive review of literature and empirical evidence, this paper acknowledges several limitations. Firstly, the findings are primarily based on existing research and may not encompass all possible perspectives or developments in the field of performance management and employee motivation. Originality/value – This paper contributes to the existing body of knowledge by synthesizing various theories and empirical evidence on performance management and employee motivation. It provides a comprehensive overview of key components of effective performance management practices and their impact on employee motivation and organizational success.

Creating Sustainability Through Talent Management Improvement: PT USAHA DAGANG INDONESIA

This study analyzes the Human Resource (HR) challenges at PT Usaha Dagang Indonesia (ExportHub.id), a private company dedicated to promoting Indonesian products globally through a digital export ecosystem. Despite having a clear vision and mission, PT UDI faces significant HR issues, particularly in planning, recruitment, and people development. The company lacks defined values, a comprehensive HR roadmap, and structured job descriptions, resulting in high employee turnover and unclear career paths. Competency development and performance management systems are underdeveloped, leading to subjective performance evaluations and inadequate career development strategies. Interviews with HR personnel and an examination of internal and external factors revealed these issues. Recommendations include transforming HR functions from administrative to strategic, developing a comprehensive HR roadmap, and implementing objective performance management and career development programs. These strategies aim to enhance HR efficiency, retain talent, and align HR practices with the company's vision, mission, and business goals.

Effective Strategies for Human Resource Development in the Digital Era

The rapid development of digital technology has brought significant changes in various aspects of life, including the field of human resource management (HR). This article aims to identify and analyze effective strategies that can be applied in human resource development in the digital era. In this context, HR development strategies do not only focus on improving technical skills, but also on developing soft skills which are essential for adaptation in a dynamic work environment. This research uses a qualitative approach with a comprehensive literature study method, reviewing various academic and practical sources. relevant to the topic. The main findings of this study show that the integration of technology in the training and development process, the formation of a work culture that supports innovation, and the implementation of a digital-based performance management system are some of the key effective strategies. Apart from that, the importance of visionary and adaptive leadership has also been identified as a determining factor for success in HR development in the digital era. This article provides insight for HR practitioners and managers to formulate HR development policies and programs that are relevant to the demands of the times. In addition, this research also makes a theoretical contribution by offering a conceptual framework for holistic and sustainable human resource development in the digital era.

Performance Measurement System Design as Link Between Strategy Formulation and Performance Information Use in Public Sector Organizations

There has long been calls for improving the link between strategic planning and performance management. Despite such calls, there are few empirical studies of how performance management system design is related to performance information use in public sector organizations, which can be important for implementing and evaluating strategies to improve public sectors organizations’ performance. Utilizing data from 135 public sector organizations consisting of municipalities, counties, central government owned higher education institutions, and agencies in Norway, this paper analyzes how strategy formulation and performance measurement system design relate to purposeful performance information use. Multivariate analysis with partial least squares path modeling (PLS-PM) found a positive relationship between formal strategic planning and logical incrementalism with performance measurement system design as well as a positive relationship between performance measurement system design and performance information use. There were no significant direct relationships between formal strategic planning or logical incrementalism and performance information use, or between organizational size or government sector and performance information use. Therefore, performance measurement system design seems to be an important link between strategy formulation and performance information use.

How to Evaluate the Effectiveness of Performance Management Systems? An Overview of the Literature and a Proposed Integrative Model

The purpose of this study is to propose an integrative model for evaluating the effectiveness of performance management system (PMS). This model aims to systematize the dimensions and criteria used in the literature and provide clarity in terms of evaluation possibilities. A comprehensive review of the literature was conducted to identify the dimensions, criteria, and causal relationships used in evaluating PMS effectiveness. A sample of 57 articles was analyzed using content analysis. The study established dimensions and criteria that have been neglected in the literature. The review resulted in the proposal of an integrative model for evaluating PMS effectiveness, which incorporates individual and organizational dimensions and criteria identified in the literature. It sheds light on recurrently adopted dimensions, particularly those related to individual-level phenomena, and seeks to clarify current conceptual ambiguities. This study’s originality lies in its integrative approach, which diverges from the prevailing tendencies in the field. This study provides clarity regarding the conceptual confusion surrounding ambiguous concepts and generically applied measures that hinder the drawing of certain conclusions about the effectiveness of PMS.

Optimizing Organizational Performance Through a Conversation-Based Performance Management System Approach

This study examines the need for an effective performance management system within organizations. Prior research indicates that such systems significantly enhance business outcomes (Pulakos, Mueller-Hanson &amp; Arad, 2019). O’Kane, McCracken &amp; Brown (2022) introduced a conversation-based performance management model grounded in social exchange theory (SET), suggesting that discussions between supervisors and subordinates foster positive reciprocal relationships. This research aims to analyze the effectiveness of the performance management system implemented by a private trading company in Indonesia. The qualitative study involved semi-structured interviews with the Board of Directors, HRD, Line Managers, and Staff, as well as focus group discussions with Senior Managers. Findings reveal gaps in the system's implementation, notably the absence of feedback processes central to this model. Identified factors contributing to these gaps include goal alignment, feedback frequency, skills development, and formality, alongside environmental factors such as design, development function, buy-in, culture, and linkage with other systems. The study underscores the importance of feedback and explores the system's effectiveness from various perspectives, offering insights that contribute to the literature on performance management systems, particularly conversation-based approaches in private companies in Indonesia.

PERFORMANCE MANAGEMENT AND WORK ENGAGEMENT IN THE SOUTH AFRICAN PUBLIC SECTOR: A DEMOGRAPHIC ANALYSIS

The South African public sector's failure to meet its citizens' requirements has proved to be a troublesome issue. In light of the demand for better services, performance management systems and work engagement are two of the most important ways to improve public sector performance. Aspects of the South African public sector can impair work engagement and performance management. The public sector operates in a diverse environment where gender, marital status and race may impact service delivery, performance and work engagement. This study examined the impact of gender, marital status and race on performance management systems and work engagement. It employed non-probability purposive sampling and a quantitative research approach and used ANOVA and t-tests to analyse data. Work engagement and performance management system subscales revealed no significant differences related to either race or marital status. However, positive and statistically significant differences were observed between gender groups. Given its significance, this study could contribute to the development of a positive work environment for managers and employees in the public sector.

Unlocking Innovation from Within: The Power of Tacit Knowledge and Change Adaptability in Indonesian Internal Organisational Innovation Processes

Abstract Research purpose. The study examines how tacit knowledge sharing affects internal organisational innovation by exploring change adaptability as a mediator. Hence, it tries to fill this gap and further explain the role played by tacit knowledge sharing in the entire knowledge management process. Given the mediating effect of change adaptability, this study aims to provide new insight into effective management and sharing tacit knowledge among organisations to improve their innovation processes. Design / Methodology / Approach. This study adopted a quantitative cross-sectional survey design, with Partial Least Squares Structural Equation Modeling (PLS-SEM) as the main statistical technique. Such a method is best applied in this research, where one confirms hypotheses and the relationship between observed and latent variables. The samples were selected based on judgmental non-probability and purposive sampling approaches. The SEM was used in data analysis. It contributed to understanding the relationship of the variables, such as sharing tacit knowledge, change adaptability, and internal organisational innovation. Findings. The study proved that tacit knowledge sharing is highly significant in internal organisational innovation, mediated by change adaptability. Direct effect: Tacit knowledge sharing directly affects the organisational ability to adapt to change and internal innovativeness, thus underpinning its basis. Change adaptability mediates the effect of tacit knowledge sharing on internal organisational innovation, which influences innovation outcomes. Path coefficient analysis confirms the positive influence of tacit knowledge sharing on adaptability to change and innovation. Indirect Effects: Empirical examination has proved the significant mediating effect of change adaptability in leveraging tacit knowledge for innovation. These results suggest that the strategic value of tacit knowledge and adaptability, which will drive sustainable innovation within organisations and support their integration within strategic frameworks, is fully justified. Originality / Value / Practical implications. This is a new model used for the first time to suggest novel contributions and usefulness in understanding the relationship among sharing of tacit knowledge, change adaptability, and innovation at the internal level of the organisation. Tacit knowledge sharing, combined with change adaptability, is a model for internal organisational innovation. Therefore, it fills an important gap in the existing literature: the quantification of adaptability in mediating the effect of tacit knowledge on innovation. The results of this study will provide empirical validation of these relationships and further contribute to the knowledge in practice, particularly by emphasising the mediating role of change adaptability, which has been relatively underexplored. Practically, tacit knowledge sharing within adaptive organisational environments is thus an important call towards effective adaptation to change. The level of enhancement of these dimensions as core competencies through strategies could make a difference in the success of businesses. The importance of adaptability has to be emphasised by training programs and management practices that would provide the same skills. Other important avenues include those that work towards cultivating supportive organisational cultures that would facilitate tacit knowledge exchange, support employee interaction and informal knowledge exchange, and measures to reward innovation efforts. Investment in human resources practices that encourage learning and adaptability will continue to encourage knowledge sharing and innovation, including improving training programs, offering mentorship opportunities, and developing performance management systems that support and reward behaviours around innovation. This study contributes to the literature with a developed framework and empirical examination of the interrelations between tacit knowledge sharing, change adaptability, and innovation. It provides practical strategies that can be of value to the organisation in enhancing innovation capabilities through knowledge management.

Intergrating the performance management system of a university in South Africa with its strategic plan

Intergrating the performance management system of a university in South Africa with its strategic plan

임팩트채권 프로젝트의 성공 요인 탐색적 연구

The Private funding is increasingly vital in addressing the growing global social issues. This study aims to investigate the Critical Success Factors (CSFs) of Impact Bonds (IB) projects, focusing particularly on those implemented in Asia and Africa. The research methodology was informed by previous studies conducted in South Korea and abroad. In-depth interviews were conducted with 16 experts engaged in domestic and international impact bonds. The interview results were analyzed using Colaizzi's phenomenological method. As a result of the study, five categories and 24 success factors were identified. The five categories were Outcome Funder, Intermediary, Investor, Service provider, and Evaluator. The 24 success factors are as follows. Outcome funders need to have awareness of the need for IBs; Focus on achieving outcomes; Consultation with budgeting department; and Capability of drafting IBs were derived. Intermediaries need Clear roles and responsibilities; Communication capabilities; Independency; Selection of reliable actors; and Understanding of IB design. As success factors of investors, Long-term investment-minded; Understanding of IB investment projects; Confidence in evaluations; Willingness to create social outcomes; and Vehicles that enable investments were derived. It was confirmed that factors important to service providers were Performance management system; Capability of managing risks; Understanding of measurement and evaluation; Beneficiary-focused services; and Capability of fulfilling services. Evaluators need to consider all of the following factors: Adopting appropriate evaluation methodology; Rigorous and reliable independent measurement; Understanding of evaluation indicators; Data-driven decision-making; and Capability of sharing and delivering evaluations This study holds academic significance by identifying CSFs of impact bonds previously unexplored. Additionally, it provides practical implications serving as a criteria in IB business, catering to policymakers who plan and enact impact bond projects, as well as practitioners who establish action plans to achieve specific project outcomes.

Bank Mini Syariah Laboratory Operations Management (Comparative Study of UIN Antasari Banjarmasin and UIN Sunan Ampel Surabaya)

The Mini Sharia Bank Laboratory is a facility designed to provide students with practical experience in the field of sharia banking. The mini bank laboratory focuses on developing banking operational practicum activities within the Faculty of Islamic Economics and Business at UIN Sunan Ampel Surabaya and UIN Antasari Banjarmasin. The use of mini sharia banking laboratories by the two universities is intended to support lecture activities. The success of the Bank Mini Syariah laboratory cannot be separated from a well-running operational management system. This research aims to set up a management laboratory for Bank Mini Syariah UIN Antasari Banjarmasin to improve quality with a comparative study of Bank Mini Syariah UIN Sunan Ampel. This research uses a field approach with a qualitative approach through observation, interviews and documentary studies. The data analysis technique used is to explain patterns or categories, looking for relationships between various concepts. The results of the research found that there are several factors that influence the operational management of the mini sharia bank laboratory at UIN Antasari Banjarmasin and UIN Sunan Ampel Surabaya, namely internal factors, human resources, infrastructure, facilities and managerial, while external factors are security and comfort and cooperation.