scholarly journals Analyzing Factors Attributing To Effectiveness of Performance Management System of a Manufacturing Industry

2018 ◽  
Author(s):  
S. Panda S. Panda ◽  
M. Waris M. Waris ◽  
K. Asadullah K. Asadullah ◽  
U. Mehfooz U. Mehfooz ◽  
A. Q. Adeleke
Keyword(s):  
Factor Analysis ◽  
Performance Management ◽  
Goal Setting ◽  
Management System ◽  
Manufacturing Industry ◽  
Relevant Literature ◽  
Performance Management System ◽  
Employee Recognition ◽  
Performance Review ◽  
And Performance

Performance Management System (PMS) is considered as one of the vital aspects of Human Resource Management. PMS is the focus of study in this paper. The effectiveness of Performance Management System of a manufacturing company in Malaysia has been studied. And for this study, factor analysis is conducted. Different factors attributing to effectiveness of Performance Management System have been extracted and the study highlighted that Reward and Development, Continuous Communication and Departmental Development, Standard and Goal Setting, Developing HR Systems, Policy and Tool for Performance Management, Performance Measurement, Performance Linkage to Payment Decisions, Fairness for Employee Appraisal, Implementation and Employee Control, and Performance Review and Employee Recognition are the factors responsible for PMS Effectiveness. It has been suggested for taking developmental measures to enhance the existing Performance Management System contributing more for the benefits of organization and also for the betterment of the employees of the organization. Firstly, the importance of Performance Management System and the factors attributing to its effectiveness have been discussed in the introduction section. Secondly, relevant literature is being reviewed. It is followed by discussion about the methodology adopted in this study. Fourthly, results pertaining to this study and their analysis have been discussed in detail. Finally, concluding comments have been mentioned.

A validation of the performance management scale

2018 ◽  
Vol 35 (6) ◽  
pp. 1253-1267 ◽  
Author(s):  
Khahan Na-nan ◽  
Kanokporn Chaiprasit ◽  
Peerapong Pukkeeree
Keyword(s):  
Factor Analysis ◽  
Performance Evaluation ◽  
Performance Management ◽  
Goodness Of Fit ◽  
Mean Square ◽  
Evaluation Performance ◽  
Content Type ◽  
Performance Review ◽  
And Performance ◽  
Fit Index

Purpose The purpose of this paper is to develop a performance management (PM) scale questionnaire that encompasses the pre-requisite, performance planning, performance evaluation, performance review, and performance application dimensions of PM. Design/methodology/approach In the study, the 33 questionnaire questions were first validated using exploratory factor analysis (EFA) and then by confirmatory factor analysis (CFA) along the three performance dimensions. The research sample consists of 330 entrepreneurs. The factor analysis results confirm the validity of the questionnaire as a reliable entrepreneur PM evaluation tool, as evidenced by the composite reliability of 0.845 and the average variance extracted of 0.532. Findings All constructs revealed the acceptable internal consistency reliability. A good model fit was found for the measurement model using several fit index like χ2=449.983, degree of freedom=415, p-value (p)=0.114, goodness of fit index=0.927, adjusted goodness of fit index=0.901, root mean square error of approximation=0.016, and root of mean square residuals=0.032. Research limitations/implications The PM model was examined using EFA and CFA only. A sample with only SMEs entrepreneurs and large sample size and sample area can be used in future research. Practical implications This research paper is an endeavor to explore only the reliability and validity of the PM model. Thus all the five dimension, namely “pre-requisite” “performance planning,” “performance evaluation,” “performance review,” and “performance application” proved out of be reliable and validated when it will be tested in case of SMEs’ high-growth sectors and high-impact sectors. Originality/value The main contribution of this research is that all factors have a good fit and acceptable reliability value; each factor can be measured individually depending on the nature of the research.

scholarly journals Sustainability Performance Management Framework for Circular Economy Implementation in State-Owned Plantation Enterprises

2022 ◽  
Vol 14 (1) ◽  
pp. 482
Author(s):  
Erlin Trisyulianti ◽  
Budhi Prihartono ◽  
Made Andriani ◽  
Kadarsah Suryadi
Keyword(s):  
Performance Management ◽  
Circular Economy ◽  
Management System ◽  
Secondary Data ◽  
Primary Data ◽  
Performance Management System ◽  
Strategic Objectives ◽  
Management Framework ◽  
Sustainable Performance ◽  
And Performance

The circular economy concept needs to be part of the performance management system so that it is in line with a company’s vision and mission. Thus, the circular economy will play an important role at the operational level of companies. The circular economy needs to be internalized, starting by formulating the company’s vision and mission, establishing strategic objectives and performance indicators, and creating resource allocation policies. This research aims to design a sustainable performance management system in the context of a circular economy for state-owned plantation enterprises (SOPEs). This study used a qualitative research coding method that was validated in three SOPEs in Indonesia. Validation was performed by comparing the framework based on the conceptual formulation with the data and information obtained during field assessment. Primary data came from interviews with 15 managers, while secondary data came from official company documents. The research results show that the initial framework that was built is in accordance with the results of the exploration of the circular economy strategic objectives in the three SOPEs. The results of the 100 percent validation and perception test of managers on the range of values are important. Therefore, the proposed framework can be used in SOPE.

Research on Power Supply Enterprise Performance Management System Based on Neural Network Algorithm

2014 ◽  
Vol 687-691 ◽  
pp. 2784-2787
Author(s):  
Xiao Qi Duan
Keyword(s):  
Neural Network ◽  
Performance Management ◽  
Power Supply ◽  
Management System ◽  
Evaluation System ◽  
Relevant Literature ◽  
Operating Performance ◽  
Performance Management System ◽  
Financial Perspective ◽  
The Neural Network

The electric power enterprises are closely related to the national welfare and the livelihood of the masses, nowadays are faced with the challenges from monopolistic management to the competition in the market. In this paper, building performance management system based on neural network for power supply enterprises to evaluate operating performance demonstrated the practical value of the model. Based on the summary of private listing performance management system on the basis of relevant literature, from the financial perspective and non-financial perspective of the establishment of private manufacturing listing performance management system, and constructs the neural network based on neural network and model performance evaluation system. Neural network model of the application results show that the neural network in the performance management system application feasibility. From the shareholders' interests, performance management system can improve the operating performance of the related suggestions in the financial and non-financial aspects.

scholarly journals Overview of Performance Management System with reference to Higher Education in Bahrain

2015 ◽  
Vol 5 (2) ◽  
pp. 104
Author(s):  
Mahmood Asad Ali ◽  
Joma Mahfod
Keyword(s):  
Higher Education ◽  
Leadership Development ◽  
Performance Management ◽  
Performance Appraisal ◽  
Management System ◽  
Employee Relations ◽  
Performance Management System ◽  
Learning And Development ◽  
Management Leadership ◽  
And Performance

This paper focus on the nature, technics and the practice of performance management system applied in the higher education in Bahrain.  Therefore, the chapter covers essential area related such as performance appraisal, promotion, rewards, and specifically: vision, mission, value and strategy; organization; employees’ talent management, leadership development; employee relations; staffing; education, learning and development; and performance management. The scope of this paper is to cover the applications of the performance management system in the Higher Education in Bahrain. The paper demonstrates the main obstacles and provide suggestion for solving the difficulties for the performance management system in higher education in Bahrain. 

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.

GOAL-SETTING IN DGCE: A CASE STUDY OF XXX CUSTOMS OFFICE

2020 ◽  
Vol 4 (2) ◽  
Author(s):  
Dimas Pratama
Keyword(s):  
Performance Management ◽  
Goal Setting ◽  
Management System ◽  
System Development ◽  
Performance Management System ◽  
Directorate General ◽  
Document Review ◽  
Goal Characteristics ◽  
Depth Interviews

ABSTRACT: This study aimed to investigate goal-setting characteristics in the Directorate General of Customs and Excise (DGCE) using the XXX Customs Office as a sample. Document review related to Performance Management System (PMS) was examined, and in-depth interviews with employees in-charge are conducted for data collection. The result showed that goal-setting in DGCE partially had met quality goal characteristics in a way that the goals are specific and unambiguous. However, they are not challenging. Regarding participation, goals are mostly self-set at the staff level while they are more assigned at the supervisor level. From the employee perspective, goal-setting is sufficient to help them focus their effort and also set the work standard. This study also found that performance-related feedback is provided informally or maybe worse, it was neglected. This study provides an initial understanding of goal-setting practice in DGCE for further system development. One implication is to increase the number of mandatory KPIs for staff level.Keywords: Performance Management System, Goal-setting, Public sector, Indonesian Customs.ABSTRAK: Studi ini bertujuan untuk meneliti karakteristik sasaran kerja pegawai (SKP) atau indikator kinerja utama (IKU) pada Direktorat Jenderal Bea dan Cukai (DJBC) dengan sampel KPPBC XXX. Analisis terhadap dokumen terkait pengelolaan kinerja dan wawancara terhadap para pegawai yang bertanggung jawab atau mengetahui proses pengelolaan kinerja yang dilakukan. Hasil studi menunjukkan bahwa sasaran kinerja pegawai telah memenuhi kriteria, yaitu jelas dan tidak ambigu. Namun, SKP dan IKU masih kurang menantang. Terkait partisipasi, sasaran kinerja kebanyakan ditetapkan oleh masing-masing pegawai pada level pelaksana dan lebih banyak yang ditetapkan oleh organisasi pada level pengawas. Dari perpektif pegawai, penetapan SKP atau IKU telah efektif dalam hal membantu pegawai untuk fokus terhadap tujuan organisasi disamping memberikan standar atas penyelesaian pekerjaan. Terkait umpan balik diberikan secara informal atau malah lebih buruk, tidak diberikan sama sekali oleh atasan. Studi ini memberikan pemahaman pendahuluan atas proses penetapan sasaran kinerja di DJBC sebagai landasan dalam perbaikan sistem pengelolaan kinerja. Memperbanyak jumlah IKU mandatory bagi staf menjadi salah satu implikasi.Kata Kunci: Sistem Pengelolaan Kinerja, Penetapan Sasaran Kinerja, Sektor Publik, Bea Cukai. 

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