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 Unreliable is Better: Theoretical and Practical Impulses for Performance Management

2019 ◽  
Vol 73 (2) ◽  
pp. 167-180
Author(s):  
Sabrina Stöckli ◽  
Claude Messner ◽  
Martin Sterchi ◽  
Michael Dorn
Keyword(s):  
Performance Evaluation ◽  
Performance Management ◽  
Employee Performance ◽  
Evidence Based ◽  
Comprehensive Understanding ◽  
Tournament Theory ◽  
Large Samples ◽  
Efficient Performance ◽  
Reliable Performance ◽  
Sports Data

This review aims to stimulate discussion about a comprehensive understanding of performance evaluation-namely, the taken-forgranted benefit of maximal reliable performance evaluation, where employee performance is evaluated with high levels of reliability (i.e., large samples of performance observations). So far, the management discipline has ignored the evidence-based view that one’s performance is better under unreliable performance evaluation compared to reliable performance evaluation. Drawing on tournament theory, behavioral research, and real-world sports data, we argue that while reliable performance evaluation boosts only superior employees, unreliable performance evaluation boosts all employees. The mechanisms that drive inferior and superior employees to perform better when evaluated unreliably substantiate that psychological insight is essential for efficient performance management. Overall, we complement the predominant thinking of performance management by offering innovative insights and implications that are significant for academics, employees, and employers.

scholarly journals Assessing Agency-Level Performance Evaluation Reform in China: Can It Truly Serve as a Management Innovation?

2016 ◽  
Vol 7 (1) ◽  
pp. 7 ◽  
Author(s):  
Lin Ye ◽  
Xing Ni
Keyword(s):  
Performance Evaluation ◽  
Performance Management ◽  
Performance Measures ◽  
Stakeholder Involvement ◽  
Political Legitimacy ◽  
Government Performance ◽  
Management Innovation ◽  
Management Reform ◽  
Management Efficiency ◽  
Level Performance

As in many other countries, performance management has received wide attention in China in order to increase government efficiency and accountability. However, agency-level performance management reforms have been largely overlooked in the existing literature, with regard to the process of developing performance measures, stakeholder involvement, and the assessment of these measures. By investigating a provincial departmental case, this article reveals that the latest development of China’s performance management reform has become increasingly sophisticated, with consideration for both political legitimacy and management efficiency. However, significant challenges remain before such efforts can be fully implemented as management innovations to truly improve government performance and accountability. 和许多其他国家一样，以提高政府效率和增强政府问责为目的的绩效管理，在中国得到了广泛关注。但是，已有文献在很大程度上忽视了部门层面的绩效管理改革，并很少涉及绩效指标的开发过程、利益相关者参与，以及对这些指标的评价。本文分析了某省政府部门的案例，发现中国绩效管理改革的最新发展日趋复杂，并同时考虑政治合法性和管理效率。但是，要想将这些努力完全实施，并作为一项真正提升政府绩效和问责的管理创新，仍然面临严峻挑战。 다른 여러 나라에서와 마찬가지로, 중국에서도 성과관리는 정부 효율성과 책무성 증진을 위하여 많은 관심을 받아 왔다. 그러나 기관 수준의 성과 관리 개혁에 관한 기존의 선행연구에서는 성과 측정 지표의 개발, 이해 당사자 참여 그리고 이러한 지표에 대한 평가라는 측면이 간과되어 왔다. 본 연구는 주 단위의 부처 사례를 연구함으로써 최근 중국의 성과 관리 개혁이 정치적 적법성과 관리적 효율성을 고려라는 측면에서 매우 정교해지고 있음을 확인하였다. 하지만 그러한 노력이 실제로 정부 성과와 책무성을 개선하기 위해서는 아직 중요한 과제가 남아 있다.

scholarly journals Performance management in Ghana’s local government: a case study of Ada East District Assembly

2020 ◽  
Author(s):  
Justice Nuse Sosu
Keyword(s):  
Performance Evaluation ◽  
Local Government ◽  
Performance Management ◽  
Local Governments ◽  
Employee Performance ◽  
Action Plans ◽  
The South

This article examines performance management in Ghana’s local governments through a case study of the on-the-ground experiences of staff at Ada East District Assembly, in the south-east of the country. The study found that performance management is envisaged in the preparation of action plans. However, the evidence also showed that severe logistical constraints, poor capacity resulting from inadequate training and poor supervision remain key challenges. In practice it was shown that performance management may achieve its intended results when accompanied by continuous employee performance evaluation.

scholarly journals KEPEMIMPINAN MOTIVASI DAN KOMPENSASI PENGARUHNYA TERHADAP KINERJA (STUDI PADA BADAN PENGELOLA PAJAK DAN RETRIBUSI DAERAH KOTA LUBUKLINGGAU SUMATERA SELATAN)

2020 ◽  
Vol 6 (2) ◽  
pp. 130-144
Author(s):  
Yohanes Susanto ◽  
Hendrik Hendrik
Keyword(s):  
Performance Management ◽  
Significant Influence ◽  
Employee Performance ◽  
Exogenous Variable ◽  
Improve Performance ◽  
Exogenous Variables ◽  
Compensation Structure ◽  
Leadership Motivation ◽  
Endogenous Variables ◽  
Management Implication

This study aims to examine the effect of leadership, motivation and compensation on employee performance at the local tax and retribution management body in Lubuklinggau City, with a sample of 38 respondents from employees. shows, partially there is a positive and significant influence of each exogenous variable on the endogenous variables, namely the variables of leadership, motivation and compensation have an effect on employee performance, and simultaneously the four exogenous variables jointly affect employee performance. However, partially the compensation variable is more dominant in influencing employee performance. Management implication, that either simultaneously or partially each variable affects employee performance, however the most dominant variable compensation is therefore it is suggested that management pay attention to the compensation structure in order to improve performance.

scholarly journals Parallel Robot Translational Performance Evaluation through Direction-Selective Index (DSI)

2011 ◽  
Vol 2011 ◽  
pp. 1-14 ◽  
Author(s):  
G. Boschetti ◽  
R. Rosa ◽  
A. Trevisani
Keyword(s):  
Performance Evaluation ◽  
Performance Index ◽  
General Framework ◽  
Dynamic Performance ◽  
Parallel Manipulators ◽  
Parallel Robot ◽  
Performance Indexes ◽  
Definition Of ◽  
Performance Variations

Performance indexes usually provide global evaluations of robot performances mixing their translational and/or rotational capabilities. This paper proposes a definition of performance index, called direction-selective index (DSI), which has been specifically developed for parallel manipulators and can provide uncoupled evaluations of robot translational capabilities along relevant directions. The DSI formulation is first presented within a general framework, highlighting its relationship with traditional manipulability definitions, and then applied to a family of parallel manipulators (4-RUU) of industrial interest. The investigation is both numerical and experimental and allows highlighting the two chief advantages of the proposed DSIs over more conventional manipulability indexes: not only are DSIs more accurate in predicting the workspace regions where manipulators can best perform translational movements along specific directions, but also they allow foreseeing satisfactorily the dynamic performance variations within the workspace, though being purely kinematic indexes. The experiments have been carried out on an instrumented 4-RUU commercial robot.

HR analytics and performance appraisal system

2017 ◽  
Vol 40 (6) ◽  
pp. 684-697 ◽  
Author(s):  
Anshu Sharma ◽  
Tanuja Sharma
Keyword(s):  
Conceptual Framework ◽  
Performance Management ◽  
Performance Appraisal ◽  
Appraisal System ◽  
Improve Performance ◽  
Content Type ◽  
Organizational Settings ◽  
Employees Satisfaction ◽  
Management Area ◽  
And Performance

PurposeThis paper aims to explore the role of human resource (HR) analytics on employees’ willingness to improve performance. In doing so, the paper examines issues related to the performance appraisal (PA) system which affect employees’ willingness to improve performance and how HR analytics can be a potential solution to deal with such issues. Design/methodology/approachThe paper develops a conceptual framework along with propositions by integrating both academic and practitioner literatures, in the field of HR analytics and performance management. FindingsThe paper proposes that the use of HR analytics will be negatively related to subjectivity bias in the PA system, thereby positively affecting employees’ perceived accuracy and fairness. This further positively affects employees’ satisfaction with the PA system, which subsequently increases employees’ willingness to improve performance. Research limitations/implicationsThe paper provides implications for both researchers and practitioners in the performance management area for improving employees’ performance by applying HR analytics as a strategic tool in the PA system. It also provides implications for future researchers to empirically test the conceptual framework in different organizational settings. Originality/valueThe paper offers insights into how the use of HR analytics can deal with issues of subjectivity bias in the PA system and positively affects employees’ willingness to improve performance.

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