Information systems for improved performance management: development approaches in US public agencies DOUGLAS M . B ROW N

2002 ◽  
pp. 135-156
Keyword(s):  
Information Systems ◽  
Performance Management ◽  
Management Development ◽  
Public Agencies ◽  
Improved Performance

The Impact of Accounting Information Systems on Performance Management in the Banking Sector

2021 ◽  
pp. 1-15
Author(s):  
Bilal Khalid ◽  
Michal Kot
Keyword(s):  
Information Systems ◽  
Financial Performance ◽  
Performance Management ◽  
Banking Sector ◽  
Accounting Information ◽  
Business Environment ◽  
Accounting Information Systems ◽  
Management Techniques ◽  
The Impact

This study investigated the impact of Accounting Information Systems (AIS) on performance management in Thailand’s banking sector. The study was necessitated by the need to understand the financial performance of banks in Thailand in application of advanced management techniques, business developments, growth of the current contemporary business environment and the intensive competitive business environment in the banking sector.

Designing an Information Systems Performance Management System

2012 ◽  
pp. 385-402
Author(s):  
Angela Perego
Keyword(s):  
Information Systems ◽  
Performance Management ◽  
Real World ◽  
Management System ◽  
Time Frame ◽  
Performance Management System

Contribution of Information Systems (IS) to business has been widely debated among both business scholars and practitioners. Even though a consistent body of literature has examined the problem over a time frame of more than 20 years, and a plethora of theoretical contributions has been produced, the issue of evaluating IS effectiveness remains unresolved. Starting from the assumption that real-world experiences differ from theoretical explications, and with the intent to contribute to IS Performance Management field bringing evidences from the reality, this chapter describes and discusses the design of an IS performance management system implemented by an insurance corporation.

Measuring the Benefit of Interoperability

2011 ◽  
pp. 321-338
Author(s):  
Eleni Zampou ◽  
Stelios Eliakis ◽  
Katerina Pramatari
Keyword(s):  
Information Systems ◽  
Public Sector ◽  
Business Process ◽  
Activity Based Costing ◽  
Public Agencies ◽  
Traditional Use ◽  
Business Process Modelling ◽  
The Public ◽  
Government Services ◽  
The Mean

Governments started e-government strategies to renew the public sector and eliminate existing bureaucracy and therefore reduce costs. Interoperability appears as the mean for accomplishing the interlinking of information systems, applications and ways of working not only within governments but also in their interaction with the administration, enterprises and public sector. The main source of administration costs is the traditional use of paper as the linkage element between public agencies. Integrated electronic processes between public agencies can be the solution to reduce these costs and create a more efficient public sector. This paper proposes an approach for measuring the benefit of incorporating interoperability in e-government. This approach is based on the identification and analysis of certain processes (business process modelling) and on the activity based costing method. In particular, this approach concerns the measuring of benefit of applying interoperability in e-government services.

Human resource information systems: a strategic contribution to HRM

2019 ◽  
Vol 35 (10) ◽  
pp. 4-6
Author(s):  
Ayesha Irum ◽  
Rama Shankar Yadav
Keyword(s):  
Information Systems ◽  
Performance Management ◽  
Human Resource ◽  
Organizational Context ◽  
Strategic Decision ◽  
Content Type ◽  
Employee Privacy ◽  
Resource Information ◽  
Human Resources Information Systems ◽  
Resource Function

Purpose The article presents an overview of the Human Resources Information Systems (HRIS) and its relevance in the current organizational context. It broadly captures the advantages of HRIS and the significant challenges involved in its implementation and succeeding stages. Design/methodology/approach A string of research articles in the domain is reviewed for the briefing. Findings HRIS is salient in supplementing various Human Resource (HR) functions ranging from HR planning to performance management. It can act as a catalyst in establishing the significance of HR in strategic decision making. It helps managers to effectively store large amounts of employee data and draw inferences from it to make pro-employee decisions. However, despite being relevant in HR functions, HRIS is often surrounded by concerns like employee privacy breach and misuse of information. Originality/value The article showcases the transformation of the Human Resource function to strengthen its strategic position in the organization and sustain HR professionals. Adoption of HRIS helps to convert HR to a data-driven function.

scholarly journals Implementation and Impact of Results-Based Accountability Learning: Successes and Challenges With Human Service Professionals of Color in Urban Agencies

2018 ◽  
Vol 9 (1) ◽  
pp. 80-94 ◽  
Author(s):  
Karen Hopkins ◽  
Megan Meyer ◽  
Amy Cohen-Callow ◽  
Nicole Mattocks ◽  
Jenny Afkinich
Keyword(s):  
Performance Management ◽  
Women Of Color ◽  
Human Service ◽  
Work Organizations ◽  
Public Agencies ◽  
Leadership Positions ◽  
Human Service Professionals ◽  
Similar Work ◽  
Coaching Process ◽  
Performance Results

A foundation–university partnership was developed to expand the bench of human service professionals (HSPs) of color trained in performance management with the results-based accountability (RBA) framework. Interviews and survey data reflect the RBA learning, application, and implementation experiences among three cohorts of HSPs of color ( n = 39) representing a variety of urban nonprofit and public agencies ( n = 35) in a metropolitan area. The HSPs reported valuable training experiences that provided an opportunity to make a greater impact within their organizations. However, some found the training to be missing a strategy on how to manage RBA in their work organizations. The participants reported appreciating the peer coaching process for its mutual support structure, focus on application, and the opportunity to network with others doing similar work across the region. The most common barrier reported by the HSPs was that they did not hold high enough leadership positions or have enough authority within their organizations, a common scenario for women of color in particular, to enact substantial change in performance management agencywide. Moving forward, strategies are needed to improve the implementation of RBA into urban nonprofit and public agencies and support the upward mobility of HSPs of color to oversee performance results using RBA.

Competition and Federal Contractor Performance

2019 ◽  
Vol 30 (2) ◽  
pp. 202-219 ◽  
Author(s):  
Benjamin M Brunjes
Keyword(s):  
Policy Implementation ◽  
Public Agencies ◽  
Shared Experiences ◽  
Performance Problems ◽  
Federal Contracts ◽  
Improved Performance

Abstract Contracts are increasingly used in government as a way to insert competition into public agencies and policy implementation. Competition among contractors is theorized to drive down costs, encourage innovation, and boost accountability. However, there have been few studies on whether competition actually leads to improved performance among contractors. This analysis examines nearly 25,000 federal contracts to determine how competition is related to performance. Findings indicate that competitively sourced contracts are more likely to suffer from performance problems. However, relationships between contractor and agency correlate with fewer performance problems. This suggests that competition may not be leading to the benefits that many might expect. Instead, relationships and shared experiences, along with other factors, may matter more when seeking to improve contractor performance.

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