The benefits and challenges of digitalization for employee performance management in a medium-sized company in Kecamatan Lembang, West Java, Indonesia

2019 ◽  
pp. 131-139
Author(s):  
I. Nuraida
Keyword(s):  
Performance Management ◽  
Employee Performance ◽  
West Java

Thoughts on How Construction Enterprises Improve Performance Management

2013 ◽  
Vol 456 ◽  
pp. 631-635
Author(s):  
Jian Lin Zuo
Keyword(s):  
Performance Evaluation ◽  
Performance Management ◽  
Employee Performance ◽  
Paper Briefly ◽  
Improve Performance ◽  
Index Method ◽  
Construction Enterprises ◽  
Key Performance Index ◽  
Performance Indexes ◽  
Level Performance

This paper briefly introduces several problems of employee performance management in construction enterprises in China, including taking performance evaluation as performance management, being lack of consistent bidirectional communications, one-sided use of results of performance evaluation, malposition of evaluators, psychological disadvantages and barriers of evaluated people and so on; the paper also provides measures including enhancing publicity on purposes and significance of performance management for employees of construction enterprises, utilizing all-round key performance index method to decompose employee-level performance indexes, enhancing communications on performance, and using results of performance evaluation in a scientific way, in order to improve performance management of construction enterprises. This research conclusion can play a role in guiding improvement of performance management of construction enterprises.

scholarly journals The Concept of Digitalization-based Performance Management In An Effort to Improve Employee Performance During the Covid-19 pandemic in Village-Owned Enterprises (BUMDES) throughout Buleleng Regency

2021 ◽  
Vol 5 (2) ◽  
Author(s):  
Putu Agus Adnyana
Keyword(s):  
Performance Management ◽  
Employee Performance ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Organizational Goals ◽  
Analysis Technique ◽  
Study Population ◽  
Pls Analysis ◽  
Work Management

The purpose of this study is to determine employee performance through the concept of work management and digitalization as the main keys to improving the performance of BUMDES employees in Buleleng Regency. The concept of performance management is the employee’s activities and work results in line with organizational goals. So that it contributes to improving the performance of BumDes employees. The study population was all active BumDes in Buleleng Regency. Sampling in this study using random sampling technique. The data analysis technique used in this research is the Component based SEM, Partial Least Square (PLS) analysis method. The results showed that the concept of work management has an effect on digitization and employee performance.

scholarly journals Pengaruh Disiplin Kerja Terhadap Kinerja Pegawai Di Biro Pelayanan Sosial Dasar Sekretariat Daerah Provinsi Jawa Barat

2016 ◽  
Vol 9 (2) ◽  
Author(s):  
Astadi Pangarso ◽  
Putri Intan Susanti
Keyword(s):  
Social Services ◽  
Employee Performance ◽  
Coefficient Of Determination ◽  
Ability To Work ◽  
West Java ◽  
Employee Discipline ◽  
Services Implementation ◽  
Very High ◽  
Variable Performance ◽  
High Influence

Bureau of Social Services in West Java Provinces has a fundamental duty organize formulation of general policy and coordination, reporting and evaluation of religion, education and culture, health and the environment. Employees have an important role in carrying out the task of the Bureau of Social Services. Implementation of discipline for employees has a function to improve employee performance. The Problems of this bureau is the declining performance of employees in 2015 due to lack of work discipline on Bureau of Social Services in West Java Regional. The effort to improve employee performance with these problems is suspected factors work discipline that has an influence on employee performance. Work discipline has a very high influence in the creation of employee performance Bureau of Social Services in West Java Regional, the value of R (correlation) produced is 0,745, it can be said that the discipline of work and employee performance are positively related 74.5% , While the coefficient of determination R2 (R Square) is 0.554, which means the ability to work discipline variable in influencing the performance of employees in the Bureau of Social Services in West Java Regional amounted to 55.4%, while 44.6% is the contribution of other factors which was not observed in this study. Employee performance (Y) can be explained by the discipline of work through regression Y = 0,646 + 0,849 X. This shows the influence of employee discipline (X) on employee performance (Y) is positive at 0,849, thus if the variable work discipline has increased 0,849 then the variable performance of employees will also increase number of 0,646. 

scholarly journals PENGARUH KOMPETENSI TERHADAP KINERJA PEGAWAI PADA BIRO PEMERINTAHAN DAN KERJASAMA SEKRETARIAT DAERAH PROVINSI JAWA BARAT

2019 ◽  
Vol 1 (1) ◽  
pp. 87-101
Author(s):  
Akhmad Fauzi
Keyword(s):  
Data Analysis ◽  
Path Analysis ◽  
Hypothesis Testing ◽  
Employee Performance ◽  
Optimal Performance ◽  
West Java ◽  
Effect Analysis ◽  
The Government

This research is motivated by the existence of a phenomenon that occurs in the Bureau of Government and Cooperation of the Regional Secretariat of West Java Province, which is an indication of the lack of optimal performance of employees. This is suspected to be a result of the lack of optimal employee competency. The method used in this study is Explanatory survey. This method does not only explain or describe empirical facts found in the field, but will also explain the effect analysis, both partially and simultaneously in this case the influence of Employee Competence on employee performance. The number of samples studied were 42 respondents. Data analysis and hypothesis testing in this study were carried out using path analysis testing. The results of this study indicate that simultaneously employee competency has a positive and significant effect on the performance of employees in the Government Bureau and Cooperation of the Regional Secretariat of West Java Province with a contribution of 60.4%, while the remaining 39.4% is influenced by other variables not examined

E-Performance Systems

2011 ◽  
Vol 3 (1) ◽  
pp. 50-57
Author(s):  
Abdulaziz Al-Raisi ◽  
Saad Amin ◽  
Saad Tahir
Keyword(s):  
Performance Management ◽  
Intellectual Capital ◽  
Employee Performance ◽  
Organisational Change ◽  
Business Environment ◽  
Intangible Asset ◽  
Performance Management Systems ◽  
Tangible Asset ◽  
The Impact ◽  
A Company

Organizations are looking for solutions to manage and maximize the performance of their workforce. They recognize that there has been a shift in the business environment from a tangible asset economy to an intangible asset economy. The value of a company is comprised of employee knowledge, brand, and intellectual capital rather than inventories, goods, and machinery. As a result of this, organizations are relying on the technological solutions to monitor and improve employee performance and productivity. Several technological solutions such as Electronics Performance Management Systems (e-PMS) are being used by many organisations to monitor the performance. This paper attempts to assess the impact of e-PMS in the organisational change. A model is proposed based on empirical results.

scholarly journals Trust and organisational performance: A grounded theory approach for a South African district municipality

2019 ◽  
Vol 17 ◽  
Author(s):  
Zwelinzima J. Ndevu
Keyword(s):  
Local Government ◽  
Performance Management ◽  
South African ◽  
Employee Performance ◽  
Research Literature ◽  
Theory Approach ◽  
Negative Consequences ◽  
Organisational Performance ◽  
Managerial Implications ◽  
Value Add

Orientation: A key role of local government in providing transparent, honest, accountable, efficient and effective service delivery to the communities they serve is determined by a number of plans, designs, actions and implementation. Trust among communities in the organisational set up is key in the success or failure of the efforts of the municipal entity and affects their individual and group performance.Research purpose: This study examines the relationship between trust and performance within a municipal environment and its effect on service delivery.Motivation for the study: The lack of sufficient and usable knowledge and information on the issue created the need for this research project that is an on-going effort dissecting and analysing key human resources challenges in the public sector.Research approach/design and method: Following a brief outline of the legislation, rules and regulations that determine the responsibilities of local government in South Africa and the context of the study, the qualitative method and design of focus groups as the key instrument of data collection was identified and analysed.Main findings: The results of the study pointed to the lack of trust among leadership and employees at all organisational levels.Practical/managerial implications: The existence of mistrust and problems identified in the process of performance management and evaluation has negative consequences on employee performance in the municipality.Contribution/value-add: The study findings have opened new doors to understanding key elements of organisational performance as the topic has received very scant attention in South African research literature.

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.

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.

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