Autonomic power and performance management of high-performance servers

2008 ◽  
Author(s):  
Bithika Khargharia ◽  
Salim Hariri ◽  
Wael Kdouh ◽  
Manal Houri ◽  
Hesham El-Rewini ◽  
...  
Keyword(s):  
Performance Management ◽  
High Performance ◽  
And Performance

scholarly journals Management Processes as Antecedents of Organizational Performance: A Literature Review

2021 ◽  
Vol 7 (1) ◽  
pp. 1-6
Author(s):  
Mohammed Ibrahim Abubakar
Keyword(s):  
Literature Review ◽  
Strategic Management ◽  
Organizational Performance ◽  
Performance Management ◽  
High Performance ◽  
Services Marketing ◽  
Marketing Management ◽  
Management Tools ◽  
Management Processes ◽  
And Performance

The purpose of this study is to critically analyse previous studies on management processes as antecedents of organizational performance. The study summarizes the level of understanding as regards the topic presently because of the importance of the information to the performance of organizations. The author searched Emerald, ScienceDirect.com, EBSCO and Google Scholar using a series of combinations of the following keywords: organizational management, performance management, high-performance organizations, management processes, management tools, influences of management processes, strategic management, marketing management, services marketing mix, , business organization and performance. This literature review has shown that performance is critical for the survival of the organization. It has also revealed that strategic management processes, marketing management processes and services marketing are key to organizational performance.

scholarly journals A Study of Performance Management System as a Strategic Tool of HRM

2020 ◽  
Vol 3 (10) ◽  
pp. 155-157
Author(s):  
Ashwini Walhekar ◽  
Anita Khatke
Keyword(s):  
Performance Management ◽  
Human Resource ◽  
Management System ◽  
High Performance ◽  
Performance Management System ◽  
Traditional Role ◽  
High Performer ◽  
Effective Performance ◽  
And Performance ◽  
New System

In present hard-hitting competition, one of the strategies to be a successful organization is to get right candidates for every available position in the organization and retain the good employees to have better and highly motivated workforce. So what actually needed for an organization and managers is to attract, retain and motivate a talented workforce? It is proven fact that all high performance organizations whether public or private are and must be focus on developing and adopting effective performance measurement and performance management system; because it is only with the help of these systems organization can remain high performer. Now-a-days, in any industry whether small or big, human resource management not just plays traditional role but they are using various strategical tools of HRM to evaluate its employees’ performance and manage it accurately with a new system in the field of HRM known as Performance Management System (PMS). PMS helps the organization in aligning individual’s goal and objectives with organizational objectives. This paper deals with how PMS can be utilized for taking various strategic HR decisions and the effectiveness of PMS. The result of the study shows that a performance management system acts as a strategic tool and a powerful foundation for the employees to achieve their ambitions and organizations to achieve their key financial goals.

Power and Performance Management of GPUs Based Cluster

2012 ◽  
Vol 2 (4) ◽  
pp. 16-31 ◽  
Author(s):  
Yaser Jararweh ◽  
Salim Hariri
Keyword(s):  
Power Consumption ◽  
Performance Management ◽  
High Performance ◽  
Peak Performance ◽  
Gpu Cluster ◽  
Management Framework ◽  
High Productivity ◽  
Computing Industry ◽  
And Performance ◽  
Performance Computing

Power consumption in GPUs based cluster became the major obstacle in the adoption of high productivity GPU accelerators in the high performance computing industry. The power consumed by GPU chips represent about 75% of the total GPU based cluster power consumption. This is due to the fact that the GPU cards are often configured at peak performance, and consequently, they will be active all the time. In this paper, the authors present a holistic power and performance management framework that reduces power consumption of the GPU based cluster and maintains the system performance within an acceptable predefined threshold. The framework dynamically scales the GPU cluster to adapt to the variation of incoming workload’s requirements and increase the idleness of the of GPU devices, allowing them to transition to low-power state. The proposed power and performance management framework in GPU cluster demonstrated 46.3% power savings for GPU workload while maintaining the cluster performance. The overhead of the proposed framework is insignificant on the normal application\system operations and services.

INDIVIDUAL AMBIDEXTERITY AND ANTECEDENTS IN A CHANGING CONTEXT

2019 ◽  
Vol 23 (03) ◽  
pp. 1950021 ◽  
Author(s):  
YI ZHANG ◽  
FENG WEI ◽  
CONSTANCE VAN HORNE
Keyword(s):  
Social Support ◽  
Performance Management ◽  
Work Stress ◽  
High Performance ◽  
Individual Performance ◽  
Trust Building ◽  
Competitive Advantages ◽  
Building Trust ◽  
And Performance ◽  
Practical Implications

People and organisations should align their current goals and adapt to change to maintain and sustain their competitive advantages. That is the idea behind ambidexterity. Extant research has largely focused on ambidexterity at the organisational and unit levels, although individual ambidexterity is perhaps equally important to organisational success. To shed some light on the issue, this paper argues that two antecedents, handling work stress and trust building, influence individual ambidexterity and individual performance. Two hundred forty-five paired questionnaires were collected, and a construct of four items of ambidextrous behaviour was used to measure individual ambidexterity. The empirical findings indicate that an individual’s skills in handling work stress in performance management, building trust for social support and practicing individual ambidexterity, result in high performance. Individual ambidexterity mediates two of these positive relationships, between handling work stress and performance, and between trust building and performance. The research and practical implications are also discussed.

scholarly journals Coordinated Energy Management in Heterogeneous Processors

2014 ◽  
Vol 22 (2) ◽  
pp. 93-108 ◽  
Author(s):  
Indrani Paul ◽  
Vignesh Ravi ◽  
Srilatha Manne ◽  
Manish Arora ◽  
Sudhakar Yalamanchili
Keyword(s):  
Performance Management ◽  
Energy Management ◽  
Performance Optimization ◽  
High Performance ◽  
Average Energy ◽  
Management Algorithm ◽  
Tightly Coupled ◽  
Heterogeneous Processor ◽  
And Performance ◽  
Gpu Architectures

This paper examines energy management in a heterogeneous processor consisting of an integrated CPU–GPU for high-performance computing (HPC) applications. Energy management for HPC applications is challenged by their uncompromising performance requirements and complicated by the need for coordinating energy management across distinct core types – a new and less understood problem. We examine the intra-node CPU–GPU frequency sensitivity of HPC applications on tightly coupled CPU–GPU architectures as the first step in understanding power and performance optimization for a heterogeneous multi-node HPC system. The insights from this analysis form the basis of a coordinated energy management scheme, called DynaCo, for integrated CPU–GPU architectures. We implement DynaCo on a modern heterogeneous processor and compare its performance to a state-of-the-art power- and performance-management algorithm. DynaCo improves measured average energy-delay squared (ED2) product by up to 30% with less than 2% average performance loss across several exascale and other HPC workloads.

Trace nanoanalysis

1994 ◽  
Vol 52 ◽  
pp. 940-941
Author(s):  
D. E. Newbury ◽  
R. D. Leapman
Keyword(s):  
High Performance ◽  
Secondary Ion Mass Spectrometry ◽  
Detection Efficiency ◽  
Volume Element ◽  
And Performance ◽  
Trace Constituents ◽  
Secondary Ion ◽  
Concentration Levels ◽  
Structure Properties

Trace constituents, which can be very loosely defined as those present at concentration levels below 1 percent, often exert influence on structure, properties, and performance far greater than what might be estimated from their proportion alone. Defining the role of trace constituents in the microstructure, or indeed even determining their location, makes great demands on the available array of microanalytical tools. These demands become increasingly more challenging as the dimensions of the volume element to be probed become smaller. For example, a cubic volume element of silicon with an edge dimension of 1 micrometer contains approximately 5×1010 atoms. High performance secondary ion mass spectrometry (SIMS) can be used to measure trace constituents to levels of hundreds of parts per billion from such a volume element (e. g., detection of at least 100 atoms to give 10% reproducibility with an overall detection efficiency of 1%, considering ionization, transmission, and counting).

Performance Measurement using Balance Score Card and its Applications: A Review

2015 ◽  
Vol 4 (3) ◽  
Author(s):  
Shradha Gawankar ◽  
Sachin S. Kamble ◽  
Rakesh Raut
Keyword(s):  
Performance Measurement ◽  
Organizational Performance ◽  
Performance Management ◽  
Balanced Scorecard ◽  
Strategic Change ◽  
The Balanced Scorecard ◽  
Balance Score Card ◽  
Measurement Framework ◽  
Score Card ◽  
And Performance

This paper aims to propose the idea of briefly explaining the balance scorecard by highlighting its use, application in depth. A critical enabler in achieving desired performance goals is the ability to measure performance. Despite the importance of accurately measuring organizational performance in most areas of academic research, there have been very few studies that have directly addressed the question of how overall organizational performance is or should be measured. Perhaps more importantly, none of these studies seems to have significantly influenced how overall organizational performance is actually measured in most of the empirical research that uses this construct as a dependent measure. The most popular of the performance measurement framework has been the balanced scorecard abbreviated as BSC. The BSC is widely acknowledged to have moved beyond the original ideology. It has now become a strategic change management and performance management process. The approach used in this paper is the combination of literature review on evolution of balance score card and its applications in various sectors/organizations/ areas. This paper identify that the balanced scorecard is a powerful but simple strategic tool and the simplicity of the scorecard is in its design. By encompassing four primary perspectives, the tool allows an organization to turn its attention to external concerns, such as the financial outcomes and its customers expectations, and internal areas, which include its internal processes to meet external requirements and its integration of learning and growth, to successfully meet its strategic expectations. This paper provides a comprehensive overview of the balanced scorecard combined with application and strategy, which are now in a better position to begin to recognize managements expectations and to discover new ways to build value for workplace learning and performance within organization.

https://imsciences.edu.pk/files/journals/vol12_2/New%201%20MA.864.pdf

2020 ◽  
Vol 12 (2) ◽  
pp. 19-50 ◽  
Author(s):  
Muhammad Siddique ◽  
Shandana Shoaib ◽  
Zahoor Jan
Keyword(s):  
Organizational Performance ◽  
Structural Equation ◽  
High Performance ◽  
Service Sector ◽  
Performance Outcomes ◽  
Theory And Practice ◽  
Relational Coordination ◽  
Multiple Sources ◽  
And Performance ◽  
High Level

A key aspect of work processes in service sector firms is the interconnection between tasks and performance. Relational coordination can play an important role in addressing the issues of coordinating organizational activities due to high level of interdependence complexity in service sector firms. Research has primarily supported the aspect that well devised high performance work systems (HPWS) can intensify organizational performance. There is a growing debate, however, with regard to understanding the “mechanism” linking HPWS and performance outcomes. Using relational coordination theory, this study examines a model that examine the effects of subsets of HPWS, such as motivation, skills and opportunity enhancing HR practices on relational coordination among employees working in reciprocal interdependent job settings. Data were gathered from multiple sources including managers and employees at individual, functional and unit levels to know their understanding in relation to HPWS and relational coordination (RC) in 218 bank branches in Pakistan. Data analysis via structural equation modelling, results suggest that HPWS predicted RC among officers at the unit level. The findings of the study have contributions to both, theory and practice.

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