Performance Management Process Research Articles

Corrigendum: Performance management process changes on the work identity of employees during COVID-19

No abstract available.

INVESTIGATING THE EFFECTIVENESS OF EMPLOYEES' PERFORMANCE APPRAISAL SYSTEM: KUWAIT CASE STUDY

Purpose: Performance appraisal systems have become a crucial tool for organizations in evaluating and maximizing the effectiveness of their employees. It is the main goal of this study to find out how well the employees' performance appraisal system for employees works in Kuwait, paying special attention to how employees and managers feel about it in both private and public sectors.
 
 Theoretical Framework: Performance appraisal systems play a critical role in enhancing organizational performance, employee development, and overall job satisfaction. However, the effectiveness of such systems can vary based on organizational cultures, contextual factors, and the alignment of appraisal practices with local norms. A literature review was a vital step, it established a foundation for this study and guides its design, implementation, and interpretation.
 Design/Methodology/Approach: The study employs a mixed-methods approach, combining quantitative surveys and qualitative interviews to gather insights from a diverse sample of employees and managers across various institutions in Kuwait in both of its sectors. The research design allows for the collection of both quantitative data, offering statistical trends and patterns, and qualitative data, providing nuanced perspectives and in-depth understanding.
 Findings: Findings reveals a moderate level of agreement, satisfaction, or endorsement of the performance appraisal system in their organizations. Results also demonstrate significant differences between respondents from government and private sectors, in favor of private.
 Originality/Value: This research also shed lights on the strengths and areas requiring improvement in such systems which is valuable insights for organizations looking to improve their performance management processes, leading to improved employee performance, engagement, and decision-making.

Development of Research Core Competencies for Academic Practice Among Health Professionals: A Mixed-Methods Approach.

Of the 4 pillars of academic practice for nursing and allied health, research has been the least developed and no standard competency framework exists that is embedded in health professional scopes of practice. The objective of this article is to report on the preliminary development and pilot-testing of research and academic scholarship core competencies for nonphysician health professionals working within a large urban academic health sciences center. We conducted an internal and external environmental scan and multiphase consultation process to develop research and academic core competencies for health professionals working within an interprofessional setting. The final framework outlines 3 levels of research proficiency (novice, proficient, and advanced) and the relevant roles, specific competencies, and observable actions and/or activities for each proficiency level. Organizations should consider the integration of the framework within performance management processes and the development of a road map and self-assessment survey to track progress over time and support health professionals with their academic practice goals.

Towards A Framework for Performance Management and Machine Learning in A Higher Education Institution

Performance management is a process that helps an organisation to manage its performance. Therefore, there are three stages of performance management such as coaching, corrective action, and then termination. A proper performance management process is very important for the development of a higher education institute. Apart from that, machine learning is another important process that is based on software technology. Therefore, machine learning helps to predict the outcomes of learning. There are a total of four types of algorithms of machine learning such as unsupervised, supervised, semi-supervised, and reinforcement. Furthermore, the use of performance management helps to enhance the productivity of the students of higher education institutions. In addition to that, the use of machine learning in higher education institutions is also helpful to enhance the productivity of the students. As both of the processes are efficient to gain knowledge about several things, therefore it helps to enhance the productivity of the students of higher education institutions.
 On the other hand, the purpose of this particular research study is to create a framework for machine learning and performance management in a higher education institution. Therefore, the framework is efficient and effective to understand the concept of research topics. Furthermore, the Framework for machine learning and performance management will help the students of higher education institutions to understand the impacts of these processes on their productivity. Apart from that, the researcher has used several types of methods and techniques for collecting and analysing all the data about the particular research topic. Thus, the researcher has adopted secondary methods for gathering more information and data about the research topic. Along with that, the researcher has used qualitative techniques for analysing all the data in this particular research study.

Enhancing Teachers' Job Performance through Objective Performance Appraisal and Motivation: A Review

This review paper examines the nexus between performance appraisal, motivation, and teachers' job performance, synthesizing insights from eleven relevant articles. Effective performance management processes are pivotal in facilitating transparent communication of expectations and outcomes between employers and employees. The significance of teachers' motivation in driving productivity underscores the importance of establishing objective assessment criteria for evaluating their job performance. The complexity of work performance judgments necessitates a multifaceted approach to assessment aimed at enhancing the credibility of the evaluation process. Furthermore, feedback from both immediate supervisors and colleagues emerges as a valuable tool in fostering the professional development of teachers. This paper sheds light on the interplay between performance appraisal, motivation, and teachers' job performance, offering valuable insights for educators, administrators, and policymakers. Keywords: Performance, appraisal, motivation, teachers, job performance, assessment, feedback

Multicriteria decision analysis tool for faculty performance evaluation in higher education institutions

Higher education institutions (HEIs), which are the major economic drivers in a nation, rely on their faculty for quality. The quality of faculty performance is assessed through performance appraisal methods. Performance appraisal methods help management assess the performance of employees and further the scope of improvement. Traditional methods of performance evaluation based on quantitative data involve more mathematical calculations than scientific approaches. The drawback of these methods is that they consider overall scores and not the individual factors of performance. This is exceptionally relevant when there are multiple disciplines in HEIs. In this study, the Multi-Criteria Decision Analysis (MCDA) model using MACBETH is used to explore its usefulness in explicitly dealing with the trade-offs between performance measures, making the process of performance measurement and management more transparent and defendable. Faculty performance across different disciplines was considered in this study, and faculty performance was evaluated using the MACBETH score. The advantage of MACBETH is that weight can be assigned to specific criteria, and accordingly, analysis can be carried out. Based on which criteria are assigned the highest weight, that factor is considered for the final output. In this study, the results obtained showed significant differences in the performance rankings of the faculty members when compared to those of the traditional methods, suggesting that the FSTs are useful tools for performing performance appraisals.

A Performance Prediction Method for Talent Team Building Based on Integrated ISA-BP Neural Networks

INTRODCTION: Objective, accurate and fair development of research and effective performance prediction methodology for the construction of the talent team is the current needs of the new era of innovation and reform and development of university management, as well as the need to improve the quality of scientific research and teaching level of the talent team.OBJCTIVES: To address the problems of irrational principle of indicator selection, incomplete system and imprecise methodology in the current research on performance prediction of talent team building.METHODS:This paper proposes a talent team construction performance prediction method based on intelligent optimization algorithm improving neural network with integrated learning as the framework. First of all, through the analysis of the current talent team construction performance prediction influencing factors selection principles, analyze the talent team construction performance management process, select the talent team construction performance prediction influencing factors, and construct the talent team construction performance analysis system; then, with the integrated learning as a framework, improve the neural network through the internal search optimization algorithm to construct the talent team construction performance prediction model; finally, through the simulation experiments to analyze and verify the effectiveness and superiority of the proposed method. The effective type and superiority of the proposed method are verified.RESULTS: The results show that the proposed method satisfies the real-time requirements while improving the prediction accuracy.CONCLUSION: This paper addresses the lack of precision in forecasting the performance of the talent pipeline and the lack of a sound analytical system.

Individual In-Situ GPS-Derived Acceleration-Speed Profiling: Toward Automatization and Refinement in Male Professional Rugby Union Players

BackgroundRecently a proof-of-concept was proposed to derive the soccer players’ individual in-situ acceleration-speed (AS) profile from global positioning system (GPS) data collected over several sessions and games. The present study aimed to propose an automatized method of individual GPS-derived in-situ AS profiling in a professional rugby union setting.MethodAS profiles of forty-nine male professional rugby union players representing 61.5 million positions, from which acceleration was derived from speed during 51 training sessions and 11 official games, were analyzed. A density-based clustering algorithm was applied to identify outlier points. Multiple AS linear relationships were modeled for each player and session, generating numerous theoretical maximal acceleration (A0), theoretical maximal running speed (S0) and AS slope (ASslope, i.e., overall orientation of the AS profile). Each average provides information on the most relevant value while the standard deviation denotes the method accuracy. In order to assess the reliability of the AS profile within the data collection period, data were compared over two 2-week phases by the inter-class correlation coefficient. A0 and S0 between positions and type of sessions (trainings and games) were compared using ANOVA and post hoc tests when the significant threshold had been reached.ResultsAll AS individual profiles show linear trends with high coefficient of determination (r2 > 0.81). Good reliability (Inter-class Correlation Coefficient ranging from 0.92 to 0.72) was observed between AS profiles, when determined 2 weeks apart for each player. AS profiles depend on players’ positions, types of training and games. Training and games data highlight that highest A0 are obtained during games, while greatest S0 are attained during speed sessions.ConclusionsThis study provides individual in-situ GPS-derived AS profiles with automatization capability. The method calculates an error of measurement for A0 and S0, of paramount importance in order to improve their daily use. The AS profile differences between training, games and playing positions open several perspectives for performance testing, training monitoring, injury prevention and return-to-sport sequences in professional rugby union, with possible transferability to other sprint-based sports.Key PointsAS profiles computed from rugby union GPS data provide positional benchmarks during training and competition.This study provides automatic detection of atypical data and the computation of error measurement of theoretical maximal acceleration and speed components.This refinement constitutes a step forward for a daily use of ecological data by considering data collection and method reliabilities.This easy-to-implement approach may facilitate its use to the performance management process (talent identification, training monitoring and individualization, return-to-sport).

ОБҐРУНТУВАННЯ ФАКТОРІВ, ЩО ВПЛИВАЮТЬ НА ЕКОНОМІЧНУ ЕФЕКТИВНІСТЬ ПІДПРИЄМСТВ ХІМІЧНОЇ ГАЛУЗІ

The article highlights the issue of substantiating the factors of performance management of chemical enterprises and is defined as a process supported by software for planning, reporting and business analytics, which allows an organization to link its strategy with planning and execution. The modern approach was implemented many years ago and incorporates past, present and forward-looking information – in addition to business drivers – for a more comprehensive method of financial and operational planning. Some of the key components of the systems include planning, budgeting and forecasting capabilities, as well as the ability to track performance indicators, conduct analysis and manage reporting. Performance management processes for chemical companies also cover the financial close, consolidation and reporting process for better understanding. Because of this, such a situation makes it necessary to improve the efficiency of chemical industry enterprises. This is a key condition for ensuring long-term development, competitiveness and investment attractiveness of enterprises, which in the context of economic development is one of the most urgent tasks facing all enterprises in this industry. Analysis of the economic activity of the enterprise allows to answer many questions related to the efficiency of the enterprise. This process includes researching information about finances, product delivery, internal processes, and other key aspects of the business. The substantiation of factors of economic efficiency of the activity of the enterprise of the chemical industry makes it possible to achieve the maximum result from a limited number of resources. Purposeful actions with maximum results are considered the most important task for managers of any enterprise. Analysis of the economic activity of enterprises in the chemical industry is the first and most important task that must be solved in order to find ways to increase the efficiency of activity. The study and formation of the theoretical essence of the concept of "enterprise activity efficiency" is expedient for further formation and scientific substantiation of the concept of modern activity efficiency of enterprises in the chemical industry.

Process and Content in Performance Management: How Consistency and Supervisor Developmental Feedback Decrease Emotional Exhaustion Via High-Quality LMX

Performance Management (PM) is often criticized for undermining employee emotional exhaustion. To avoid such unintended consequences, this study investigates how PM can be of benefit to employee emotional exhaustion by integrating both process and content aspects of PM. Results show that a consistent PM process, in which the same performance expectations are maintained across the different practices of performance planning, monitoring, and evaluation, is negatively related to employees’ emotional exhaustion, indirectly via the development of high-quality Leader-Member Exchange (LMX) relationships. Second, we found that, in terms of the content, supervisor developmental feedback acts as a moderator, determining the need to implement PM as a consistent process. A consistent PM process was especially important when the feedback provided throughout the PM process involved a lesser developmental content. When employees already received a large amount of developmental feedback, the degree to which the PM process was characterized by consistency made no difference to outcomes.

Developing And Implementing an Interdisciplinary Quality Program In A Rehabilitation Hospital

Background: Quality programs that step into the intrinsic motivation of healthcare providers (HCPs) are believed to be effective in improving quality of care. The fact that they are not part of an external regulatory or performance management process seems to be crucial. We therefore aimed to develop a quality program based on internal workflows and HCPs feedback.
 Methods: The project took place at the rehabilitation hospital Koningin Elisabeth Instituut (RH-KEI) in Oostduinkerke (Belgium) during the years 2017-2022. A quality coordinator (QC) was appointed who subsequently developed and implemented an interdisciplinary quality program in concordance with the care strategic plan. The quality program was optimized through surveys among patients and caretakers on the one hand and employees on the other. Involved employees were physicians, nurses, physiotherapists, pharmacists and pharmacy technicians, occupational therapists, psychologists, speech therapists and employees of the facility departments (such as maintenance staff).
 Results: The QC had to be an individual that could coach teams and would be trusted by all departments. This person also embodies independence from and neutrality towards staff and management, so HCPs would feel free to discuss any (institutional) hurdles towards quality of care. The developed quality program was subdivided in four domains with three key strategic objectives. This included that (1) RH-KEI ensures a continuous and dynamic improvement of quality of care based on a set of indicators, (2) RH-KEI holds a culture of quality that is actively supported by all involved employees and (3) RH-KEI continuously improves and guarantees patient safety by developing a well-functioning safety management system. The program was first developed in 2017 for the period 2018 up to and including 2022. After five years, quality and safety is embedded in the culture of RH-KEI. Employees are proud of the progress and work together on an integrated quality story. As well, RH-KEI renewed the quality project for the period 2023-2027, with an even greater focus on patient and caretaker participation, care experience, communication and digitalization.
 Conclusion: The active support by all involved employees turned out to be essential to secure the set objectives on the work floor and to make them part of the daily routine.

How are frontline managers supported in the performance management process?

Purpose Existing research has ignored the perspectives of frontline managers (FLMs) in relation to the support they receive. This study aims to understand the extent to which and how other organisational actors support FLMs in their implementation of performance.Design/methodology/approach This article used a qualitative method (57 semi-structured interviews) in two Singapore public sector organisations to understand the types of support provided to FLMs. The interviewees came from various levels and the hierarchical sampling frame allowed for comparisons to be made across the cases.Findings The authors found that the HR department, superiors and peers signalled to FLMs the custom and practice of performance management (PM) that led to the FLMs not prioritising their PM responsibilities. Notably, the focus of the FLMs was on meeting operational needs rather than the PM process.Originality/value The authors add to the literature by examining the how the support from other organisational actors signalled to FLMs the importance of PM within their work group. This paper also explores how FLMs seek support and the type of support they want in their role.

Performance management process changes on the work identity of employees during COVID-19

Orientation: Performance management is a vital process across multiple businesses and is proven to be an integral element in navigating employees through the coronavirus disease 2019 (COVID-19) pandemic while determining possible influences on the work identity of employees during this period.Research purpose: The purpose of this study was to understand the influence of performance management process changes on the work identity of employees during the COVID-19 pandemic.Motivation for the study: There is little research available that discusses performance management and work identity. As such, this research works towards closing this gap by understanding the influence of performance management process changes on the identity of employees.Research approach/design and method: A qualitative approach was followed through an interpretivist research paradigm. A purposive sampling technique was used to select 15 participants. The participants took part in semi-structured interviews. Grounded theory was followed, and the constant comparative method was used.Main findings: The performance management process changes had no influence on the work identity and work role of participants. Instead, the pandemic itself and the way in which the organisation supported its employees while they navigated the pandemic had an influence on the work identity and work roles of employees.Practical/managerial implications: Organisations can adopt the research findings to enhance employee work identity and performance throughout future changes that affect the organisation.Contribution/value-add: This article offers insights into the lack of literature available that discusses performance management and work identity collectively.

An Investigation into the Retention of Talent in the Nigeria Banking Sector

This study aims to investigate talent retention in the Nigeria Banking Sector using Wema Bank Plc. as a case study. To achieve this aim, the primary source of data was employed to collect data from respondents. Specifically, semi-structured interviews were conducted to gather data from nine (9) employees at Wema Bank. Data retrieved were analysed using thematic analysis. Findings from the semi-structured interview showed that factors such as poor remuneration, non-flexibility in work arrangements, poor performance management process, increased workload, and increased stress levels are responsible for the increased rate of talent turnover in Nigeria Banks. In addition, it was discovered that the increased turnover rate caused by the identified factors had been the cause of poor service delivery of banks, especially in areas such as Internet banking and mobile applications. Furthermore, employee resistance to change, non-commitment of the management team, and budget constraints were identified as challenges causing a hindrance to the implementation of some of the talent retention strategies created by Wema Bank. Thus, based on the findings from the semi-structured interview, training and educating talent, ensuring timely promotion, pay increase in such a way that offers more than competitors within and outside the banking industry, rewarding and recognising talent, implementing flexible work arrangements, and ensuring cross border recruitment, have been found suitable for improving talent retention in Nigerian Banks. Furthermore, the study recommended implementing flexible work arrangement policies and practices to help reduce workload and stress and ensure a healthy work-life balance.

Performance Management Reviews: Its Impact on Business

Every organization has its own system of tracking and evaluating employee progress, but regardless of whichever system it uses, one thing every company has to decide is its reviews. Reviews are a crucial part of performance management process, but they shouldn’t be the only opportunity employees have to give and receive feedback. This combination of real-time feedback and review together can drive the overall performance management program smoothly throughout the year. Using a performance management system (PMS) can help companies facilitate performance management conversation and provide relevant support at the right time to deliver the desired results. These reviews drive business growth, give employees a chance to share and receive valuable feedback to improve their overall job satisfaction.

Improving the analysis of the judiciary performance - the use of data mining techniques to assess the timeliness of civil trials

PurposeThe purpose of this paper is to show how data mining techniques can improve the performance management of the judiciary, helping judges in steering position with specific and timely measures. It explores different approaches to analyse the length of trials, based on the case of an Italian judicial office.Design/methodology/approachThe paper presents a temporal analysis to compare the timeliness of trials, using data and process mining approaches with the support of a specific software to represent graphically the results. Data were gathered directly from the office data base, improving precision and the opportunity to monitor specific phases of the trials.FindingsThe results highlight the progress that can be reached using data mining approaches to develop performance analyses helping courts to correct inefficiencies and to manage the personnel distribution, overcoming the critical comments arisen against traditional KPI (Raine, 2000). The work proposes a methodology to analyse cases deriving from different juridical matters useful to set up a performance monitoring system that could be diffused to different courts.Research limitations/implicationsThe limitations of the research regard the analysis of a selected, limited number of cases in terms of judicial matters.Practical implicationsData mining techniques can improve the performance management processes in providing more accurate feedback to the judicial offices leaders and increasing the organisational learning.Social implicationsThe performance of the judiciary is one of the relevant issues that emerged in the recent decade in the field of public sector reforms. Several reasons explain this interest, which has gone beyond the specific legal disciplines to involve public policy, management, economics and ICT studies.Originality/valueConsidering the literature on the judiciary (Visser et al., 2019; Di Martino et al., 2021; Troisi and Alfano, 2023) the contribution differs as both the methodological approach and the predictive analysis considers the intrinsic differences that define cases belonging to different juridical matters performing a cross-sectional analysis, with a specific focus of process variants.

The development of a new SOFI model for performance management of medium-sized and large companies

Measurement and adequate performance management of a company represent an imperative regarding the attainment of competitive advantage in the market. This need is especially pronounced in medium-sized and large companies, which represent complex organizations and require the application of scientific principles for solving complex issues in practice. Therefore, the performance management process in medium-sized and large companies is singled out as the subject of the research. It is important to point out that the main concept of the paper is the macro aspect of the performance management process. The primary goal of the research is the development of a new model for performance management based on considering all important parameters of business operations of these companies on the territory of the Republic of Srpska. The research was conducted via combined methods – a multiple case study which implies four companies and a survey questionnaire. Through the analysis of many models in the literature, seven were singled out which were studied further. The main elements and conceptual bases of these models served as the basis for conducting research and creating a new model for performance management. The result of the published research represents “SOFI” model (strategic, organizational, financial and information–technological aspects), whose application contributes towards easier management by managers, as well as making correct management decisions in the conditions of uncertainty.

Innovative Firm Performance Management Using a Recommendation System Based on Fuzzy Association Rules: The Case of Vietnam’s Apparel Small and Medium Enterprises

Purpose: This study aims to apply a classification algorithm based-on fuzzy association rules (FARs) to improve the effectiveness of firms' performance prediction problem. Particularly, this study investigates potential FARs exists between inputs and outputs of firms' performance management process. These extracted FARs could be used to help firm’s managers make better dicision to improve firm’s performance.
 
 Theoretical framework: Private enterprise development has been identified as key to Vietnam's economy that was commonly depended on state enterprise. For that, understanding and improving firms' performance and productivity is one of the most important tasks, from both macro and micro perspectives. There have been many studies on Vietnam's firm performance, but mostly relying on econometric methods that limit the understanding with structural equations. This study, instead, attempts to utilize new achievements of Artificial Intelligence (AI) for this task. Among AI techniques, fuzzy association rule is able to address the relationship between input factors and firm performance indicators. For each company, the finding FARs can be used to predict its performance and then change the business plan or react to improve weekness of organization.
 
 Design/Methodology/Approach: The proposal model is applied on data of small and medium-sized enterprises (SMEs) of the apparel industry in Vietnam in the period 2010-2015. The sample consist of a total of 23637 observation of Vietnam firms in apparel and textile industry and contains 16 main criterias for those firms.
 
 Finding: A recommendation system (RS) is constructed from disclosed FARs and is a key factor in a novel innovative firms' performance management process. The percentage of classified instances using the mining FARs is not quite high (about 82%), but it is not always the case. Vietnam’s apparel dataset includes rare classes of ROA, therefore applying only frequent FARs is not enough. This issue can be fixed by using both frequent and infrequent FARs. 
 
 Research, practical & social implications: The proposed model has a great opportunity to use not only in the small and medium-sized enterprises (SMEs) of the apparel industry but other industrial sectors. FARs support the well-understand of firm performance to firm’s manager and help them better to react. Besides, FARs could be used to create RSs that makes alerts about risk automatically.
 
 Originality/Value: The fact, our current study is the first to inspect the ability of FARs on SMEs of the apparel industry in Vietnam. This study provides theoritical potential knowledge and empirical evidence in the application of FARs technology in innovative firm’s management.

Enhancing Human Resource Functions through Digital Information Management Systems: The Moderating Role of Organisational Commitment

The adoption and implementation of digital information management systems is largely viewed as a means for promoting efficiency in organisations. Conversely, the realisation of the benefits derived from full utilisation of integrated digital information management systems still remain distant, pointing to lack of efficiency for some universities, particularly in the context of Sub-Saharan Africa. This lack of efficiency on the part of some universities suggests the need for accelerated incremental or adaptive digital innovations which are regarded as antecedents for the full utilisation of digital information management systems. Owing to this, the purpose of this study is to investigate the influence of digital information management systems as an antecedent for human resource functions in promoting efficiency. The hypotheses are tested using a sample size of 202 comprising senior managers, heads of sections and human resource personnel. The authors identify enterprise resource planning and human resource information systems as factors that bring efficiency to human resource functions. Organisational efficiency is associated with sound human resource functions driven by full utilisation of digital information management systems. Furthermore, the realisation of efficiency requires commitment of resources by the organisation. The empirical outcomes suggest that the digital information management system in place is predominantly used for recruitment, training and development processes while performance management processes are largely done manually. This paper contributes to the research literature on the significance of digital information management systems utilisation particularly from Sub-Saharan Africa. Also, the study provides a new empirical test using a data set of 202 decision makers such as senior managers and heads of sections.

POTENTIAL OPPORTUNITIES OF BLOCKCHAIN TECHNOLOGY IN STREAMLINING THE MALAYSIAN COMMERCIAL OFFICE BUILDING OPERATION MANAGEMENT PROCESS

Managing commercial real estate is extremely complex and cumbersome and involves many stakeholders who provide access to and modify a variety of information. This led to some common issues with traditional commercial real estate management such as lack of transparency, third-party interference, the complexity of the agreements, record keeping and security, and absence of real-time data. Accordingly, blockchain technology is anticipated to address the issues of data openness, trustworthiness, and correctness in the global real estate market. This research aims to discover the potential opportunities that blockchain could offer in streamlining the commercial office building operation management process. A conceptual framework of blockchain-based technology adoption in the current Malaysian commercial office building operation management process was developed based on the literature review and focus group discussion (FGD). The framework was underpinned by four core operation management that emerge from the research findings including financial, administrative, technical, and promotional management.