Study on Line Managers’ Competence-Based Abilities of Performance Management

2010 ◽  
Vol 40-41 ◽  
pp. 820-824
Author(s):  
Mei Yan Li ◽  
Ying Zong Liu
Keyword(s):  
Performance Management ◽  
Management System ◽  
Work Performance ◽  
Organization Performance ◽  
Performance Management System ◽  
Line Managers ◽  
Communication Capacity ◽  
On Line ◽  
Definition Of ◽  
Line Manager

The line manager, playing a role to promote and implement the performance management system, is the key to system’s success. A line manager’s ability to manage performance determines the level of subordinates’ performance, and then influences the efficiency of performance management system. This paper first gave the definition of ability to manage performance for a line manager, and then according to the Gallup’s research, pointed out the competence characteristics for line managers’ abilities to manage performance, which involves communication capacity, encourage ability, authorizing and coaching capability. Line managers possessing higher level of abilities to manage performance can stimulate the performance potential of subordinates, enhance the work performance of subordinates, and then improve sector and organization performance.

scholarly journals Performance Management in State Universities in Cameroon: An Administrator’s Perspective

2018 ◽  
Vol 1 (2) ◽  
pp. 132-140
Author(s):  
Agbor Michael Ntui
Keyword(s):  
Performance Management ◽  
Management System ◽  
Work Performance ◽  
State Universities ◽  
Performance Management System ◽  
Structured Interviews ◽  
Study Approach ◽  
Documentary Sources ◽  
And Gender ◽  
The Impact

This study provides an in-depth understanding of how administrators perceive the purpose and value of the performance management systems in state Universities of Cameroon; how the administrator assess the effectiveness of current performance management processes in the department; the different dimensions of how administrators perceive the impact of academic managers on their work performance; the extent to which administrators respond to the process, measure and outcomes involved in operating the performance management system. The study also analyzes what administrators think is an effective performance management system in the state Universities. The research adopted a qualitative case study approach by selecting 12 administrators from 6 state Universities with varied backgrounds in terms of years of service, seniority and gender. Data were collected through in-depth, semi- structured interviews and documentary sources. Among the major findings were that the participants found the meaning and purposes of performance management ambiguous; and that the many different processes contained within the system were perceived as fragmenting and confusing in achieving the intended outcomes. Compounding the concern was the lack of dedicated and able academics to manage the process.

Solve the Problem…So It Stays Solved!

2019 ◽  
pp. 980-1002
Author(s):  
Joe Monaco ◽  
Edward W. Schneider
Keyword(s):  
Performance Management ◽  
Management System ◽  
Health And Safety ◽  
Field Research ◽  
Organization Performance ◽  
Performance Management System ◽  
Safety Issues ◽  
System Today ◽  
A Performance

This case study explores how a performance management system was developed to address recurring health and safety issues in an organization. Performance improvement technologists were recruited to address the problem and ensure that it stayed solved. The authors describe the process that was used to develop a training program that eventually evolved to a full scale Performance Management (PM) System. Today, nearly three decades later, the PM System has endured with its original mission intact; it has influenced the international dialog on forklift operator safety; and it provides, through ongoing field research, insights into how a Performance Management system might endure past the first change in the management that championed it.

Solve the Problem…So it Stays Solved!

2015 ◽  
pp. 64-93 ◽  
Author(s):  
Joe Monaco ◽  
Edward W. Schneider
Keyword(s):  
Performance Management ◽  
Management System ◽  
Health And Safety ◽  
Field Research ◽  
Organization Performance ◽  
Performance Management System ◽  
Safety Issues ◽  
System Today ◽  
A Performance

This case study explores how a performance management system was developed to address recurring health and safety issues in an organization. Performance improvement technologists were recruited to address the problem and ensure that it stayed solved. The authors describe the process that was used to develop a training program that eventually evolved to a full scale Performance Management (PM) System. Today, nearly three decades later, the PM System has endured with its original mission intact; it has influenced the international dialog on forklift operator safety; and it provides, through ongoing field research, insights into how a Performance Management system might endure past the first change in the management that championed it.

scholarly journals Factors Influencing Employee Perception on Performance Management System

2019 ◽  
Author(s):  
Fatimah Mahmud ◽  
Nik Anis Nik Azemi
Keyword(s):  
Performance Management ◽  
Management System ◽  
Work Performance ◽  
Response Rate ◽  
Total Sample ◽  
Performance Management System ◽  
Employee Perception ◽  
Factors Influencing ◽  
Effective System ◽  
The Relationship

Without the employee feedback, the developed performance management system (PMS) cannot be assumed as an effective system that able to stimulate their workers to achieve the company’s objectives and targets. This paper aims to identify the implementation of performance management system in the company, to analyze the factors that affect employee perception on PMS, and subsequently to determine the relationship between factors influencing employee perception and PMS. 119 questionnaires were distributed to employees in Company X. The response rate is 43% of the total sample. The finding shows that the respondents strongly agreed on the implemented PMS in the company. Also, employee participation was the highest factor that influencing employee perception of PMS, followed by employee knowledge and skills, and rating techniques. Overall, each of the factors had a significant relationship with the PMS. This study may assist managers in improving their communication with employees on their work performance. Therefore, this will increase the employee understanding of how they have been assessed and feel that the process is fair. Later, this will ensure a positive employee perception of the implemented PMS.

Penyusunan Prototipe Performance Management System berbasis Balanced Scorecard pada PT. X

2018 ◽  
Vol 2 (3) ◽  
Author(s):  
Bintang Karismacho Nugroho ◽  
Artiawati
Keyword(s):  
Performance Management ◽  
Balanced Scorecard ◽  
Management System ◽  
Performance Management System ◽  
Pilot Test

PT. X merupakan perusahaan yang memiliki bisnis pada bidang kuliner. Sejak didirikan hingga saat ini, PT. X belum pernah mencapai target secara sempurna. Pimpinan PT. X merasa hal tersebut disebabkan karena faktor internal dan faktor eksternal perusahaan. Oleh karena itu, diperlukan intervensi yang dapat mengatasi permasalahan tersebut, yaitu penerapan performance management system berbasis balanced scorecard, karena dapat mendukung peningkatan kinerja perusahaan melalui pengelolaan sumber daya manusia dengan mempertimbangkan kondisi internal dan eksternal perusahaan.Penelitian ini bertujuan untuk merumuskan intervensi berupa rancangan performance management system berbasis balanced scorecard yang paling sesuai dengan PT. X untuk meningkatkan kinerja perusahaan melalui pengelolaan sumber daya manusia. Metode penelitian ini adalah research & development. Hasil rancangan intervensi yang telah dirumuskan berupa performance management system pada tahap prerequisites (rumusan harapan pimpinan dan skema arahan strategi, balanced scorecard (objective).Hasil evaluasi terhadap rancangan intervensi, yaitu secara keseluruhan para rater menilai rancangan intervensi yang dirumuskan telah tepat dalam mengatasi permasalahan yang dihadapi, namun pada beberapa hal kurang aplikatif jika saat ini langsung diterapkan di perusahaan. Oleh karena itu, dapat disimpulkan bahwa rancangan intervensi yang telah dirumuskan ini dapat diterima oleh pihak ahli dan user, meskipun terdapat beberapa catatan yang membangun untuk menyempurnakan rancangan intervensi yang telah dirumuskan. Saran yang dapat diberikan berdasarkan penelitian ini, yaitu penelitian selanjutnya harus tetap mengacu pada konsep performance management system tahap prerequisites yang telah dirumuskan, agar pengembangan tetap terintegrasi dengan arah, tujuan, dan strategi perusahaan, serta PT. X juga perlu melakukan pilot test untuk menguji keefektifan rancangan intervensi yang telah dirumuskan.

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