Community Solutions finds the answer in the Cloud

2014 ◽  
Vol 22 (5) ◽  
pp. 14-16
Keyword(s):  
Performance Management ◽  
Employee Performance ◽  
Training And Development ◽  
Performance Appraisals ◽  
Competency Framework ◽  
Property Management ◽  
Content Type ◽  
Industry Standard ◽  
Staff Meet ◽  
Practical Implications

Purpose – This paper aims to observe how Community Solutions, a project and property-management company, has become more disciplined about performance appraisals following the introduction of Dinamiks, a Cloud-based employee performance-management system. Design/methodology/approach – The reasons for the new system, the form it takes and the advantages it is bringing have been explored. Findings – It has been explained how the system helps with HR functions such as identifying where training and development are needed, assessing performance against the company’s competency framework and ensuring that financial targets are met. Practical implications – This paper reveals that the system also improves the system of grading staff, helps to ensure that staff meet or exceed their competencies within an industry-standard competency framework and measures how far staff understand and implement the company’s values. Social implications – This paper touches on the advantages to the environment of a paperless system. Originality/value – It has been revealed how Dinamiks is helping Community Solutions staff to achieve various objectives based around how to behave, meet targets, perform well within their competency framework and recognize the competencies required in the job in the next level above theirs and work toward them.

It’s time to bring performance appraisal into the twenty-first century

2015 ◽  
Vol 23 (7) ◽  
pp. 23-26 ◽  
Author(s):  
Shahina Javad ◽  
Sumod S.D.
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Performance Appraisals ◽  
Appraisal System ◽  
Business World ◽  
Content Type ◽  
Rating Method ◽  
Modern Business ◽  
The Right

Purpose – Examines the weaknesses of many current performance appraisals and shows how to improve them. Design/methodology/approach – Draws on examples from companies such as Cisco, Google and Infosys. Findings – Shows that there are two main sets of reasons for the failure of performance management – system related and people related. System-related problems crop up while defining the performance goals or designing the appraisal system. People-related problems usually arise while discussing the results of appraisals. Practical implications – Investigates the importance of the three key elements of performance appraisal – the appraiser, the appraisal period and the rating method. Social implications – Shows how important performance appraisal can be in the modern business world where skilled and talented workers are at a premium. Originality/value – Argues that present-day organizations need to develop an ongoing process to manage employee performance, make sure the right things are being measured, and that the feedback is carried out as constructively as possible.

scholarly journals Evidence of green leases in England and Wales

2014 ◽  
Vol 6 (1/2) ◽  
pp. 6-20 ◽  
Author(s):  
Susan Bright ◽  
Hannah Dixie
Keyword(s):  
Research Method ◽  
Design Methodology ◽  
Future Research ◽  
Property Management ◽  
Environmental Practices ◽  
England And Wales ◽  
Content Type ◽  
Industry Standard ◽  
The Impact ◽  
Practical Implications

Purpose – This paper aims to report on research that investigates the use of green clauses in leases of office and retail premises in England and Wales. Design/methodology/approach – The authors examined 26 recent leases of green build properties registered at HM Land Registry. The green clauses discovered were classified and compared with the model form green clauses promoted by the London-based Better Building Partnership's Green Lease Toolkit. Findings – Of the 26 leases analysed, 18 contained some form of green provision. Research limitations/implications – As the sample selected was not representative, a larger study is needed to detect trends in green leasing. This research method does not show the impact of green clauses on property management. Practical implications – This research illustrates the types of clauses that have been used in leases but also shows that green leasing principles are not yet the industry standard. Many new, long leases still make no reference to environmental practices. Originality/value – This is the first research to be done examining the green content of agreed leases and develops a methodology that can be used for future research.

scholarly journals Employee performance management: charting the field from 1998 to 2018

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jane Frances Maley ◽  
Dabic Marina ◽  
Miriam Moeller
Keyword(s):  
Performance Management ◽  
Human Resource Development ◽  
Multiple Correspondence Analysis ◽  
Employee Performance ◽  
Limited Attention ◽  
Research Directions ◽  
Content Type ◽  
Main Research ◽  
The Future ◽  
Practical Implications

PurposeThe purpose of this paper is to study the development and consider the future of one of the most controversial areas of human resource development – employee performance management (PM).Design/methodology/approachThrough bibliometrics, a multiple correspondence analysis identifies the main research directions of PM studies and provides a map of descriptors and a list of authors, along with a framework to track PM literature over 20 years (1998–2018).FindingsScholars have attempted to address some of the questions raised by earlier researchers. However, critical questions remain unanswered, and there is increasing dissatisfaction with the process. The most glaring yet unaddressed problem with PM is poor employee acceptability of the process.Practical implicationsIf the research gaps are addressed, the lack of acceptability of the PM could be resolved and more effectively managed in the future.Originality/valueThe study particularly addresses poor employee “acceptability” of the PM process, a subject that has received limited attention by scholars.

Employee performance appraisals

2019 ◽  
Vol 27 (5) ◽  
pp. 38-40
Keyword(s):  
Employee Performance ◽  
Performance Appraisals ◽  
Performance Ratings ◽  
Content Type ◽  
The Social ◽  
Pertinent Information ◽  
And Performance ◽  
The Individual ◽  
The Relationship ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Traditional ritualistic annual appraisals are no longer favored, with many companies loosening the relationship between performance ratings and pay. The social and psychological aspects of appraisals are often overlooked. A balance of informal and formal processes is important, with continual feedback and dialogue. The skillset of managers is key to ensuring employees feel satisfied with the process and view outcomes as being fair. A good employment relationship thus leads to increased employee cooperation and performance, and increased outcomes for both the individual and the organization. Originality The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Leveraging Employee Development Planning (EDP) for performance advantage

2014 ◽  
Vol 46 (4) ◽  
pp. 194-200
Author(s):  
Jayne Wise
Keyword(s):  
Performance Management ◽  
Employee Performance ◽  
Employee Development ◽  
Development Planning ◽  
Performance Appraisals ◽  
Management Tool ◽  
Content Type ◽  
Career Service ◽  
Contractual Obligations ◽  
Effective Use

Purpose – The purpose of this paper is to examine the changes, including those around Employee Development Planning (EDP) made by training company Options 2, to modernise performance appraisals, optimise employee performance, and enable the company to expand its skills base in order to meet current and future contractual obligations. Design/methodology/approach – Under the guidance of outsourced HR firm, HR Solutions, Options 2 was introduced to an “always available, anywhere” cloud-based EDP and employee performance management tool, Dinamiks. Findings – Benefits around upskilling through training, employee performance improvement, and meeting contractual specifications have accrued. The tool also helped Options 2 be accepted by the National Career Service as a provider of training. Research limitations/implications – A need was identified to link, more effectively, input (into Dinamiks) by some employees to company objectives. This is viewed as a cultural hangover from the days of paper-based appraisals and is being addressed. Practical implications – Options 2 makes more effective use of its employees, who are better trained; is better placed to meet current and future contractual obligations; has been accepted by the National Career Service as a provider of training. Social implications – Options 2 encourages staff to have interests outside the business and to detail these within Dinamiks in order to build up a picture of the wider social aspects of employees, to their betterment as individuals inside and outside the company. Originality/value – The “always available, anywhere” aspects, and the comprehensive capabilities of EDP are original for, and of lasting business value to, Options 2.

Improving the effectiveness of the employee performance management process

2019 ◽  
Vol 69 (6) ◽  
pp. 1129-1152
Author(s):  
Alain Neher ◽  
Jane Maley
Keyword(s):  
Performance Management ◽  
Personal Development ◽  
Employee Performance ◽  
Maturity Model ◽  
Individual Values ◽  
Content Type ◽  
Managerial Values ◽  
Conceptual Study ◽  
Practical Implications

Purpose The purpose of this paper is to explore the role of managerial values in improving the effectiveness of employee performance management (EPM). Design/methodology/approach The research has been conducted as a conceptual study, in which EPM criteria are compared to managerial values and the related maturity model. A thorough review of the EPM and values literature identified relevant and significant works. Findings Despite copious extant literature on EPM, the process is riddled with persistent problems, particularly concerning the manager’s enthusiasm to adequately implement EPM and its subsequent effectiveness. A managerial grounded values framework is, therefore, proposed. Using a circular approach that is assisted by a values maturity model, it serves as a charter that guides the supervisor’s actions, goals, choices, decisions and attitudes; principles that are very much at the heart of an effective EPM process. Curiously, managerial values and EPM have not generally been connected. Practical implications This values-based circular framework contributes to the effectiveness of the EPM process and thus to a positive EPM experience that motivates, enhances engagement and guides personal development. When enacted individual values and EPM are linked, they are argued to lead to sustained superior financial performance. Originality/value This study makes an important and novel contribution to the performance literature by using a values-based maturity model to improve the effectiveness of the EPM process.

Looking after the pennies how to maximize returns on retail training

2018 ◽  
Vol 32 (3) ◽  
pp. 35-37
Keyword(s):  
Case Studies ◽  
Call Center ◽  
Design Methodology ◽  
Reading Time ◽  
Training And Development ◽  
Fair Share ◽  
Content Type ◽  
Negative Comments ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings What is the least glamorous role within the modern organization? Accountants are usually the butt of jokes about boring jobs and even more boring people who count the pennies. Receptionists also receive their fair share of flak, as does anyone working in office services or in a call center. However, one job above all others seems to garner more than its fair share of negative comments, and it is the position of the helpless training and development officer. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent, information and presenting it in a condensed and easy-to-digest format.

Ninety days convert recruits into hosts at Edwardian Group London

2014 ◽  
Vol 22 (2) ◽  
pp. 15-18
Keyword(s):  
Crucial Role ◽  
Design Methodology ◽  
Training And Development ◽  
Social Implications ◽  
Content Type ◽  
The Future ◽  
First 90 Days ◽  
Practical Implications

Purpose – Describes the various approaches taken to training and development at Edwardian Group London, a group of hotels. Design/methodology/approach – Examines the reasons for the training, the form it takes and the results it has achieved. Findings – Emphasizes the importance the company attaches to training in the first 90 days of an employee's tenure, when recruits receive general induction training plus training specific to their area of operation. Practical implications – Outlines how the company spots and develops its managers of the future. Social implications – Highlights the crucial role of training in ensuring that hotel guests have the best possible stay. Originality/value – Provides a thorough examination of the various forms of training at Edwardian Group London.

Linking green HRM practices to environmental performance through pro-environment behaviour in the information technology sector

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Adedapo Oluwaseyi Ojo ◽  
Christine Nya-Ling Tan ◽  
Mazni Alias
Keyword(s):  
Information Technology ◽  
Performance Management ◽  
Environmental Performance ◽  
Training And Development ◽  
Partial Least Square ◽  
Least Square ◽  
Iso 14001 ◽  
Environmental Behaviour ◽  
Content Type ◽  
It Performance

Purpose Existing literature acknowledges the role of green human resource management (GHRM) in shaping employees’ pro-environmental behaviour and environmental performance. However, limited studies have investigated the specific impacts of GHRM practices on pro-environmental behaviour from the employees’ perspectives. This study aims to conceptualise GHRM practices as internal resources that can be used to stimulate employee pro-environmental information technology (IT) behaviour. Design/methodology/approach The hypothesised relationships were tested with the aid of partial least square path modelling of data collected from 333 IT professionals in ISO 14001 companies in Malaysia. Findings The results suggest that green training and development, performance management and empowerment and participation are essential in stimulating pro-environmental IT behaviour. Besides, the mediating effects of pro-environmental IT behaviour were significant for the impacts of green training and development, performance management and green empowerment and participation on environmental IT performance. Research limitations/implications The results indicate that GHRM practices are significant predictors of environmental IT performance, but training and development could be counter-productive to performance unless it stimulates employees’ engagement in pro-environmental behaviour. Originality/value This study contributes to the resource-based view of HRM by examining GHRM practices as organisational resources for stimulating employee pro-environmental IT behaviour to support environmental IT performance.

Lessons from an Israeli military leadership skills development course

2020 ◽  
Vol 36 (6) ◽  
pp. 33-35
Keyword(s):  
Employee Performance ◽  
Learning Experience ◽  
Leadership Skills ◽  
Content Type ◽  
Effective Learning ◽  
Pertinent Information ◽  
Effectiveness Of Training ◽  
Conservative Values ◽  
Development Course ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper concentrates on assessing the effectiveness of training provided through the Israeli military that was advertised as developing leadership skills. The analysis reveals that the training was misadvertised because in fact its actual focus was on embedding traditional, conservative values in the soldier delegates and made no mention of leadership. Maintaining congruence in the advertised and actual content is key in avoiding damage to employee performance and loyalty, and in supplying an effective learning experience. Originality/value The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Sign in / Sign up

Export Citation Format

Share Document