performance management
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Abdul Karim Mohamad ◽  
Mailasan Jayakrishnan ◽  
Mokhtar Mohd Yusof

In the current digitalization dilemma of an organization, there is a need for the business intelligence and knowledge management element for enhancing a perspective of learning and strategic management. These elements will comprise a significant evolution of learning, insight gained, experiences and knowledge through compelling theoretical impact for practitioners, academicians, and scholars in the pertinent field of interest. This phenomenon occurs due to digitalization transformation towards industry revolution 5.0 and organizational excellence in the information system area. This research focuses on the characteristic of a comprehensive performance measure perspective in an organization that conceives information assessment and key challenges of Business Intelligence and Knowledge Management in perceiving a relevant organizational excellence framework. The dynamic research focusing on the decision-making process and leveraging better knowledge creation. The future of organization excellence seemed to be convergent in determining the holistic performance measure perspective and its factors towards industry revolution 5.0. The research ends up with a typical basic excellence framework that will mash up some characteristics in designing an organizational strategic performance framework. The output is a conceptual performance measure framework for a typical decision-making application for organizational strategic performance management dashboarding.

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Ebina Justin M.A. ◽  
Manu Melwin Joy

Purpose The three objectives served by this review are to provide readers a limpid insight about the topic performance management (PM), to analyse the latest trends in PM literature and to illustrate the theoretical perspectives. It would be fascinating for the practitioners and researchers to see the latest trends in the PM system, which is not yet covered in previous reviews. The study covers the historical and theoretical perspectives of human resource management practices. We also try to unveil some of the theoretical debates and conflicts regarding the topic. Design/methodology/approach We reviewed 139 studies on PM published within the last 20 years (2000–2020). The method used here is the integrative review method. The criteria used to determine studies are articles from peer-reviewed journals regarding the PM system published between 2000 and 2020. The initial search for studies was conducted using an extensive journal database, and then an intensive reference-based search was also done. Each selected article was coded, themes were identified, and trends for every 5 years were determined. All the articles were analysed and classified based on the methodology used to identify qualitative and quantitative studies. Findings The review concludes that PM literature's emphasis shifted from traditional historical evaluations conducted once or twice a year to forward-looking, feedback-enriched PM systems. By segregating the studies into 5-year periods, we could extract five significant trends that prevailed in the PM literature from 2000 to 2020: reactions to PM system, factors that influence PM system, quality of rating sources, evaluating the PM system and types of the PM system. The review ends with a discussion of practical implications and avenues for future research. Research limitations/implications It is equally a limitation and strength of this paper that we conducted a review of 139 articles to cover the whole works in PM literature during the last 20 years. The study could not concentrate on any specific PM theme, such as exploring employee outcomes or organizational outcomes. Likewise, the studies on public sector and non-profit organizations are excluded from this review, which constitutes a significant share of PM literature. Another significant limitation is that the selected articles are classified only based on their methodology; further classification based on different themes and contexts can also be done. Originality/value The study is an original review of the PM literature to identify the latest trends in the field.

C L Helmuth ◽  
D R Woerner ◽  
M A Ballou ◽  
J L Manahan ◽  
C M Coppin ◽  

Abstract In the feedlot, there can be a decrease in dry matter intake (DMI) associated with reimplanting cattle that negatively affects growth performance. This study was conducted to determine the mechanisms causing a decrease in DMI after reimplanting and identify a strategy to mitigate the decrease. Crossbred steers [n = 200; 10 pens/treatment; initial bodyweight (BW) = 386 ± 4.9 kg] were used in a randomized complete block design experiment. Cattle were implanted with Revalor-IS on day 0. Treatments included a Revalor-200 implant on day 90 before feeding with the following management practices imposed: 1) steers were returned to their home pen immediately after reimplant (PCON); 2) steers were placed in pens and restricted from feed and water for 4 hours (RES); 3) steers were walked an additional 805 m after reimplant and then returned home (LOC); 4) steers were restricted from feed and water for 4 hours and walked an additional 805 m (RES+LOC); 5) steers were given an oral bolus of Megasphaera elsdenii (Lactipro; MS Biotec, Wamego, KS) and were restricted from feed and water for 4 hours, then walked an additional 805 m (LACT). One-hundred steers were given an ear tag to record minutes of activity (ESense Flex Tags, Allflex Livestock Intelligence, Madison, WI). As a percentage of BW, DMI was 5% greater (P = 0.01) from reimplant to end for PCON vs. RES, LOC, and RES+LOC treatments. Likewise, as a percentage of BW, DMI was 6.6% greater (P = 0.03) from reimplant to end and 4.0% greater (P = 0.05) overall for the PCON treatment vs. the LOC treatment. Overall, DMI as a percentage of BW, was 3.3% greater (P = 0.02) for PCON vs. RES, LOC, and RES+LOC treatments. There was an increase in G:F from reimplant to end (P = 0.05) for RES+LOC vs. the LACT treatment. From these data, we conclude that restricting cattle from feed and water for 4 hours after reimplanting did not alter subsequent DMI. Increasing locomotion had the greatest negative effect on DMI and growth performance. Management strategies to decrease locomotion associated with reimplanting would be beneficial to DMI and overall growth performance of finishing beef steers.

2022 ◽  
Meghan Arakelian ◽  
Andrew N Brown ◽  
Alexandra Collins ◽  
Leah Gatt ◽  
Sara Hyde ◽  

Abstract BackgroundHuman resources information systems (HRIS) are a key tool for collecting and analyzing health workforce data at the country level and the specific focus of milestones 4.1 and 4.2 of the Global Strategy on Human Resources for Health (HRH). Yet documentation on the capabilities of HRIS in low- and middle-income countries (LMICs) is limited. Vital Wave, with IntraHealth International and Cooper/Smith, conducted a targeted scan of the HRIS landscape in 20 countries and “deep-dive” assessments in Burkina Faso, Mozambique, and Uganda. Here we present the case of Uganda’s workforce information ecosystem. Case PresentationSince 2006, Uganda has seen investment in HRIS from different donors, overseen by the Ministry of Health (MOH) and accompanied by the rollout of IntraHealth’s open-source iHRIS software. Despite this history of investment, mapping of the country’s multiple information systems revealed uneven adoption and engagement nationally and sub-nationally, with high levels of data fragmentation due to lack of interoperability and data-sharing practices. We also mapped the administrative processes and data flows for three priority use cases: recruitment and deployment, salary payments, and performance management. What emerges is a complex, decentralized information ecosystem driven by years of donor investment, but one that still sees uneven ownership and data use across the health system. Challenges include:· Limited interoperability between systems, specifically payroll, iHRIS, and the district health information system (DHIS2)· Complex HRH planning and management policy context, with variable implementation of numerous policies and no single reference to guide investments and implementation· Limited visibility into the private and community health workforce. ConclusionsUganda’s progress in developing its HRH information ecosystem underscores the importance of continuously aligning system capabilities, incentives, and motivations to an ever-evolving country context. However, as evidenced in Uganda and our broader assessment findings, robustness of the information ecosystem itself is insufficient to making substantive strides toward the Global Strategy’s milestones 4.1 and 4.2—governance oversight and ownership are critical to success. With a better understanding of what good looks like in terms of HRIS functionality in LMICs and ensuring interventions are addressing the causal issues, there can be many pathways to making systems work.

2022 ◽  
Vol 12 (4) ◽  
pp. 352-369
O. M. Pisareva

Purpose: of the article is to substantiate conceptual approaches to the formation of a toolkit for assessing the effectiveness of participants in the development and implementation of diversifcation programs for enterprises of the military-industrial complex in the context of digital transformation of management.Methods: the research methodology is based on general economic approaches to studying the problems of the efciency of economic activity of economic entities and special approaches to the formation of complex systems for analyzing and assessing the effectiveness and efciency of the activities of project management participants in the process of developing and implementing programs for the diversifcation of the defense industry. The basis of the methodology is the concept of performance management in the context of digital transformation of management.Results: the article presents the key provisions and the main results of the study, obtained on the basis of studying the materials of scientific publications and open information sources in the subject area under consideration using the methods of logical, content and statistical analysis. Based on the specifcs of diversifcation programs, it is proposed to use the provisions of the performance management concept as a theoretical basis for the formation of a tool for assessing the activities of their participants. An integral multiplicative criterion of efciency for a comprehensive assessment of activities is proposed. It is built on the indicators of fve aspects of assessing the performance of participants in diversifcation programs. These aspects assess the completenes s of the organizational and methodological support of the diversification process, the consolidated effectiveness and efciency of the program activities, the quality of management, as well as the fnancial security of the implementation of the diversifcation program activities.Conclusions and Relevance: a scenario approach to substantiating the parameters of the incentive mechanism in the model of coordinated activity of the participants in the implementation of the diversifcation program is proposed, which takes into account the assessment of its commercial parameters. The results presented in the article are useful in the development of methodological support for assessing the effectiveness and organizing incentives for participants in diversifcation programs in the context of the formation of a digital ecosystem for managing enterprises of the military-industrial complex.

2022 ◽  
Vol 6 (1) ◽  
pp. 45-52
Fadlilah Fadlilah ◽  
Dian Nisa Istofa ◽  
Fitra Rantika Sari

This research aims to find out the evaluation of the performance of Islamic religious education teachers at Sma Negeri 7 Muaro Jambi. This research uses descriptive qualitative research methods. Data is collected by observation, interview, and documentation. The results showed that Sma Negeri 7 Muaro Jambi implemented the implementation of teacher performance evaluation program management held in each semester. The evaluation and monitoring activities are carried out directly by the principal and the Ministry of Religious Affairs. The evaluation program for the performance management of Islamic religious education teachers went quite well. Teachers always report their performance results shown through the learning outcomes of students who continue to experience improvement.

2022 ◽  
Vol 40 (S1) ◽  

In today’ s times, while measuring an organization’s performance in terms of best results, productivity, and profits, more and more is referred not to the material resources, but to the human resources and their competencies in terms of knowledge, skills and attitudes. Human resource management system is a process of making people and organizations to come together so that the objectives of each other are met with a win-win approach. Competency is an underlying feature of an individual which enables him/her to deliver superior performance in a given job, role or any situation. Competency mapping is one of the prominent human resource management initiative to identify the knowledge, skills and attributes required to perform a job effectively and efficiently in best possible manner. At present, development of competencies has become one of the key priorities of the organizations. It is also important to realize the factors responsible for enhancement of the competencies to ensure high performance of the employees. This calls for the Human resource management to initiate for competency mapping and identifying the skills affecting the employee’s performance at workplace. Now a days, most of the organizations are utilizing the competency mapping as a tool to identify high performers.  The present study focuses on identifying the competencies for Disaster management professionals that enhances their performance in the management of disasters. The study describes the main goal of conducting competency mapping and how it influences the performance of the disaster management professionals. The overall objective of the study is to explore the factors which ensure high performance of the disaster management professionals.  The study validates that competency-based management and related HR practices are gaining momentum in the field of Disaster Management sector in the context of performance management of the disaster management professionals.

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Nóra Obermayer ◽  
Tibor Csizmadia ◽  
Dávid Máté Hargitai

Purpose The purpose of this paper is to discover how Hungarian manufacturing companies interpret technology and human resources as driving forces and barriers in terms of Industry 4.0 implementation. Design/methodology/approach The authors conducted 23 semi-structured interviews with corporate leaders and applied qualitative content analysis using Atlas.ti software. Findings The authors formulated a new definition of Industry 4.0 which emphasises the role of human factors. The authors identified driving forces (efficiency with speed/information flow/precision) and barriers (technology compatibility, human fears and lack of digital skills) in terms of Industry 4.0 implementation and developed the DIGI-TEcH performance management dimensions. Research limitations/implications Comparison with other countries is limited. Given the exploratory and qualitative nature, further quantitative research would be needed to generalise results. Finally, only manufacturing companies are examined. Practical implications It provides empirical evidence to practitioners to understand concerns about technology and human resource in terms of Industry 4.0 implementation. In addition, corporate performance management can be extended by the developed DIGI-TEcH dimensions. Originality/value This paper reveals key evidence for the uptake of technology and human factors in terms of Industry 4.0 implementation and their impacts on corporate operation and performance. It also provides an insight into a specific country context, which can be a useful benchmark for other Central and Eastern European countries.

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