scholarly journals Effectiveness of Performance Management System for Employee Performance Through Engagement

SAGE Open ◽  
2020 ◽  
Vol 10 (4) ◽  
pp. 215824402096938
Author(s):  
Sajid Hussain Awan ◽  
Nazia Habib ◽  
Chaudhry Shoaib Akhtar ◽  
Shaheryar Naveed
Keyword(s):  
Performance Management ◽  
Work Engagement ◽  
Management System ◽  
Employee Performance ◽  
Contextual Performance ◽  
Mediating Effect ◽  
Performance Management System ◽  
Private Banks ◽  
Confirmatory Factor ◽  
Relationship Of

This article seeks to explore the effectiveness of a comprehensive performance management system in terms of employee performance. Besides, the mediating effect of work engagement was also examined. The performance management system effectiveness (PMSE) was determined by the extent of its accuracy and fairness, as recommended by previous researchers. A sample of 285 employees was selected from various branches of private banks located across Pakistan. A structured questionnaire was used, which was validated through confirmatory factor analysis (CFA) in the Pakistani context. The results indicated a significant impact of PMSE and work engagement on task and contextual performance of employees. Also, complementary mediation of employee work engagement in the relationship between PMSE and employee performance (in terms of task and contextual performances) was also supported. The findings of the research are helpful for the development of HR and PMSE strategy in the private banks of Pakistan. The study also suggests that a comprehensive PMSE model including the perception of fairness as a mandatory part, may be introduced for employees’ enhanced work engagement and task/contextual performance. The mediating relationship of work engagement has established the process of PMSE for the task and contextual performances of employees, which is a valuable contribution of the study.

scholarly journals How do Procurement and Separation relate with Performance Management System among Employees? Testing the Mediating role of ICT Adoption

2013 ◽  
Vol 5 (10) ◽  
pp. 492-498
Author(s):  
Abubakar Allumi Nura
Keyword(s):  
Performance Management ◽  
Management System ◽  
Employee Performance ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Performance Management System ◽  
Mediating Role ◽  
Ict Adoption ◽  
And Performance

This study is aimed at revealing how performance management system (PMS) relates to procurement and separation among employees in an organization. Several researches have been embarked upon in determining how one or two human resource management (HRM) practice (s) influence employee performance, however, an approach to studying the mediating effect of ICT adoption between procurement and separation and performance management system is still begging for rigorous academic attention. To reduce this widely created gap, the paper aimed at determining whether the procurement and separation are correlated to performance management system. The results however obtained through SmartPLS confirmed that there is full mediation effect of ICT adoption on one relationship and a partial mediation effect on the other.

Investigating design targets for effective performance management system: an application of balance scorecard using QFD

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Alpana Agarwal
Keyword(s):  
Performance Management ◽  
Employee Engagement ◽  
Management System ◽  
Quality Function Deployment ◽  
Employee Performance ◽  
Performance Management System ◽  
Management Support ◽  
Balance Scorecard ◽  
Content Type ◽  
Effective Performance

PurposeAn effective performance management must track level of employee engagement, ensure employee feedback on all aspects and ensure that the people act on that information. Also, it must ensure accessibility of essential conditions to perform. Considering the challenges associated with existing performance management system, present study attempts to discover factual expectations from the employees. The paper also establishes required conditions for fulfilling such expectations.Design/methodology/approachPresent study attempts to discover factual expectations from the employees using the Balance Scorecard approach (BSC). Furthermore, using Quality Function Deployment (QFD), relation between employers' expectation and requirements necessary to fulfill such expectations has also been determined.FindingsThe suggested model has been developed as House Of Performance Management (HOPM) outlining potential leveraging points for enhancing the performance, based on which immediate actionable measures for effective and efficient performance management can also been advocated. The HOQ suggested in this paper can be source of reference while developing performance management system for an organization. Besides, it can help the Human Resource team to discover strategic opportunities and set targets.Originality/valueEffective goal setting, pooled with a method to track progress and identify obstacles, contribute to attainment of bottom to top line results. However, designing and implementing such performance management system has been associated with many challenges like lack of top management support, perception of the process as time-consuming, failure to communicate clear and specific goals and expectations, lack of consistency, etc. (Managing employee performance, 2019). Hence most organizations have been increasingly looking for effective ways of assessing employee performance that can promote stakeholders' satisfaction, employee engagement and continuous improvement.

scholarly journals Penerapan Sistem Manajemen Kinerja Pegawai Di Bandara Udara Laga Ligo Bua Kabupaten Luwu

2017 ◽  
Vol 3 (2) ◽  
pp. 228
Author(s):  
Kiki Damayanti ◽  
Mappamiring Mappamiring ◽  
Musliha Karim
Keyword(s):  
Data Analysis ◽  
Performance Management ◽  
Direct Observation ◽  
Management System ◽  
Employee Performance ◽  
Performance Management System ◽  
Management Performance ◽  
Inhibiting Factors ◽  
Qualitative Descriptive ◽  
Descriptive Qualitative

This study aimed to describe the implementation of management system of employee performance at Laga Ligo Bua Airport, Luwu regency. The type of the research is descriptive qualitative which involved 10 emplyees as respondent. The teehnique of data analysis used is qualitative-descriptive wich is presented in question, responses and interpretations gained from direct observation and interviev. The results of the research reveal that the implementation of the employec performance management system at Laga Ligo Bua Airport Luwu regerency generally was not effective. It can be identified from the indicators: a) the commitment and policies are implemented properly, b) the plan operaetes well, c) implementation is optimal, d) the inhibiting factors are not in accordance with the indicators that have been set, and e) the supporting factors operates well. Keywords: management, performance  Penelitian ini bertujuan untuk menguraikan bagaimana Penerapan Sistem Manajemen Kinerja Pegawai Di Bandar Udara Laga Ligo Bua Kabupaten Luwu. Jenis penelitian yang digunakan dalam penelitian ini adalah kualitatif dengan 10 responden. Tehnik pengumpulan data dilakukan melalui obsevasi dan wawancara. Teknis analisis data yakni analisis deskriptif kualitatif yang dinyatakan dalam bentuk-bentuk pertanyaan, tanggapan-tanggapan serta tafsiran yang diperoleh dari observasi dan wawancara langsung. Hasil penelitian ini menunjukan bawah secara umum belum berjalan dengan efektif. Hal tersebut dapat dilihat dari indikator (a) komitmen dan kebijakan berjalan dengan lancar, (b) perencanaan berjalan dengan baik, (c) penerapan berjalan dengan baik,(d) faktor penghambat tidak berjalan sesuai indikator yang telah di tetapkan serta (e) faktor pendukung berjalan dengan baik.Kata kunci: Manajemen, Kinerja

scholarly journals Portraying an employee performance management system based on multi-criteria decision analysis and visual techniques

2016 ◽  
Vol 37 (4) ◽  
pp. 628-659 ◽  
Author(s):  
Alessio Ishizaka ◽  
Vijay Edward Pereira
Keyword(s):  
Decision Analysis ◽  
Performance Management ◽  
Performance Appraisal ◽  
Management System ◽  
Employee Performance ◽  
Added Value ◽  
Performance Management System ◽  
Content Type ◽  
Qualitative And Quantitative ◽  
Multi Criteria Decision Analysis

Purpose – Performance appraisal is one of the most critical and indispensable human resource practices for organisations. However, it generates dissatisfaction among employees as it is often viewed as complex and ineffective. The purpose of this paper is to present a new performance management system that integrates multi-criteria decision analysis (MCDA) methods – the analytic network process (ANP) and PROMETHEE – with the visual techniques of the GAIA plane and the stacked bar chart. MCDA methods allow a structured and consistent evaluation integrating qualitative and quantitative criteria. Design/methodology/approach – The authors developed a structured and transparent performance management system. It is based on the MCDA methods PROMETHEE and ANP. It also incorporates the visual techniques: GAIA and stacked bar chart. Feedback for trainings and developments can precisely be formulated. Findings – Visual techniques permit clear identification and quantification, for each employee, of the areas that need improvement through training and development, which contributes to the resource-based view of organisations. A real case study has been portrayed to show the added value of the MCDA methods and the visual techniques in employee performance management. Originality/value – The paper describes a new employee performance system adopted in an organisation. The multi-criteria analysis transparently combines qualitative and quantitative decision criteria into a holistic and transparent evaluation. The visual techniques permit us to gain a deep insight into the employees’ skills profile and capture fine details where individuals perform or underperform.

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