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

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 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.

scholarly journals How to foster the well-being of police officers: The role of the employee performance management system

2018 ◽  
Vol 70 ◽  
pp. 90-98 ◽  
Author(s):  
Tine Van Thielen ◽  
Robin Bauwens ◽  
Mieke Audenaert ◽  
Thomas Van Waeyenberg ◽  
Adelien Decramer
Keyword(s):  
Performance Management ◽  
Police Officers ◽  
Management System ◽  
Employee Performance ◽  
Well Being ◽  
Performance Management System

scholarly journals Employee Performance as Function of Performance Management System: An Empirical Study Information Technology Enabled Services Companies around Hyderabad

2019 ◽  
Vol 4 (4) ◽  
Author(s):  
Mruthyanjaya Rao Mangipudi ◽  
KDV Prasad ◽  
Rajesh Vaidya
Keyword(s):  
Information Technology ◽  
Empirical Study ◽  
Performance Management ◽  
Management System ◽  
Employee Performance ◽  
Age Groups ◽  
Survey Instrument ◽  
Performance Management System ◽  
Impact Performance ◽  
Independent Variables

In this manuscript we report the results outcome of an empirical study carried out on, how the employee performance is a function of performance management system in Information Technology Enabled Service Companies around Hyderabad. A survey was carried on the employees of IT Enabled Services companies around Hyderabad using a sample of 924 employees, consisting of 545 men and 379 women employees. The influence on performance management system was measured against the a) Factors responsible for improved employee performance and b) Factors that impact on performance management system. Using a structured survey instrument a five-point Likert-type scale, 13 factors of dependent variable performance management system was measured against the two independent variables 9 factors responsible for improved performance and 5 factors that impact the performance management applying multiple regression analysis. The survey instrument reliability and internal consistency was measured using reliability statistic Cronbach Alpha which is 0.84, 0.76 and 0.73 respectively, for performance management system, factors responsible for improvement performance management and factors that impact performance management system. The results reveal that both the independent variables significantly influencing the performance management system and there were statistically significant gender differences observed in the sample. However, there were no significant differences in different age groups of the employees.

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