Relevant bibliographies by topics / Employee Performance Management (EPM)

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Employee Performance Management (EPM)'

Author: Grafiati
Published: 7 June 2025
Last updated: 2 August 2025

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Journal articles on the topic "Employee Performance Management (EPM)"

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Neher, Alain, and Jane Maley. "Improving the effectiveness of the employee performance management process." International Journal of Productivity and Performance Management 69, no. 6 (2019): 1129–52. http://dx.doi.org/10.1108/ijppm-04-2019-0201.

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Purpose The purpose of this paper is to explore the role of managerial values in improving the effectiveness of employee performance management (EPM). Design/methodology/approach The research has been conducted as a conceptual study, in which EPM criteria are compared to managerial values and the related maturity model. A thorough review of the EPM and values literature identified relevant and significant works. Findings Despite copious extant literature on EPM, the process is riddled with persistent problems, particularly concerning the manager’s enthusiasm to adequately implement EPM and its
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Malik, Seyefa Abigail, Olutope Pius Oluwamoroti, Oluwaseun Grace Aluko, and Naden Pamela Toyo. "The Role of Human Resource Management in Organizational Performance Optimization of Small and Medium Enterprises (SMEs) in Abuja." International Journal of Management and Economics Invention 11, no. 06 (2025): 4226–34. https://doi.org/10.5281/zenodo.15575783.

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ABSTRACT : This study investigates the relationship between Human Resource Management (HRM) practices and organizational performance both financial (FIN) and non-financial (NONFIN) in Nigerian Small and Medium-sized Enterprises (SMEs). Using a structured comparative analysis, the research identifies Occupational Health and Safety (OHS), Human Capital Development (HCD), and Employee Performance Management (EPM) as the only HRM practices significantly linked to performance outcomes. OHS and HCD were positively associated with NONFIN performance, emphasizing the importance of employee well-being
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Ravid, Daniel M., David L. Tomczak, Jerod C. White, and Tara S. Behrend. "EPM 20/20: A Review, Framework, and Research Agenda for Electronic Performance Monitoring." Journal of Management 46, no. 1 (2019): 100–126. http://dx.doi.org/10.1177/0149206319869435.

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Electronic performance monitoring (EPM) refers to the use of technological means to observe, record, and analyze information that directly or indirectly relates to job performance. The last comprehensive review of the EPM literature was published in 2000. Since 2000, dramatic advances in information technologies have created an environment in which organizations are able to monitor employees to a greater extent and with greater intensity than was previously possible. Moreover, since that time, considerable research has been devoted to understanding the effects of EPM on individual performance
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GRZESIAK, Lena, and Wojciech ULRYCH. "HOW AUDITOR-ORIENTED EMPLOYEE PERFORMANCE MANAGEMENT AFFECTS INTERNAL AUDIT EFFECTIVENESS BY REDUCING ITS CONSTRAINTS." Humanities and Social Sciences quarterly 31, no. 4 (2024): 99–121. https://doi.org/10.7862/rz.2024.hss.46.

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This manuscript aims to determine how audit-oriented employee performance management (A-OEPM) practices influence internal audit effectiveness (IAE) mediated by internal audit constraints (IAC). The study was conducted in late 2021 by using a quantitative approach (CAWI method). In this type of practice, managers are not engaged in employee development, and they use management by objective method instead of EPM. They exclude team-oriented practices from the A-OEPM-IAE relations. Neither a job description tool nor a career development plan was used. Instead, only the practices that support up-t
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Isrot, Afifa. "Impact of Management Systems and Motivational Factors on Employee Satisfaction in the Health Sector: A Study on Rangpur City Corporation Area." Global Disclosure of Economics and Business 11, no. 1 (2022): 39–58. http://dx.doi.org/10.18034/gdeb.v11i1.636.

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This study sheds light on the relationship between Employee management and motivation (EMM) practices with employee satisfaction. The study's objective is to analyze the implementation of employee management practices, motivational factors in healthcare centers, and its impact on employees' perception, which leads to satisfaction or dissatisfaction. Employee Management includes workforce planning, induction compensation management, and employee motivation. The study focuses on employee motivation. It is the most critical factor for increased commitment, productivity, and involvement of employe
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Kamińska, Barbara, and Kamila Szymańczyk. "Professional Evaluation. Application of the PageRank Algorithm in Employee Rating." Przedsiebiorczosc i Zarzadzanie 15, no. 2 (2014): 37–50. http://dx.doi.org/10.2478/eam-2014-0015.

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Abstract Appraisal is a tool used by both management and employees to attain their goals. Properly carried out employee performance appraisal allows to monitor the employee's actions and provides information on the level of his or her performance. Feedback in the form of appraisal motivates the employee to work more effectively and productively. Appraisal also enables to shape the personnel policy – it allows to chart employee career paths and determine training needs of an organization. For appraisal, however, to fulfil the attributed role, it needs to be carried out in a professional manner.
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Tian, Xiaowen, and Xiaoxuan Zhai. "Employee involvement in decision-making: the more the better?" International Journal of Manpower 40, no. 4 (2019): 768–82. http://dx.doi.org/10.1108/ijm-05-2017-0090.

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Purpose The purpose of this paper is to relate participative decision-making (PDM) to organizational learning, and examine the impact of PDM on organizational performance. Design/methodology/approach The paper integrates the resource-based theory with organizational learning theory to develop a framework, and distinguishes PDM in which decisions are jointly made by employees and managers from employee decision-making (EDM) in which decisions are completely in the hands of employees. The paper incorporates an augmented Cobb–Douglass production function into a structural equation model to estima
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Monday, James Unam, Olawale Samson Dopemu, and Blessing Oluwadamilola Olaniran. "The Structural Relationship Between Total Quality Management and Organisational Performance: A Study of Deposit Money Banks In Nigeria." International Journal of Business and Management Review 12, no. 9 (2024): 1–19. https://doi.org/10.37745/ijbmr.2013/vol12n9119.

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The study examines the causal relationship between total quality management (TQM) and organizational performance of deposit money banks in Nigeria. A cross-sectional survey design was employed, with primary data collected through structured questionnaires. Ten deposit money banks in Lagos State were purposively selected, representing the ten largest banks in Nigeria by total assets as of H1 2023. A judgmental sampling technique was used to select respondents, specifically managers from the chosen banks. From each bank, 20 managers from various departments were selected, resulting in a sample s
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Emmanuella, OKPIABHELE, Christianah ARAOYE Itunu, and Bayode OLADIMEJI Samuel. "Employee Discipline Management and Organizational Performance of Deposit Money Banks in Ondo Town, Ondo State." International Journal of Research 12, no. 5 (2025): 858–76. https://doi.org/10.5281/zenodo.15565402.

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The study evaluates the relationship between employee discipline management (EDM) and organizational performance of deposit money banks in Ondo town, Ondo state. Four (4) variables of employee discipline management were examined, disciplinary procedure, disciplinary actions, disciplinary policies and disciplinary codes in relationship with the dependent variable organizational performance. Descriptive survey research design was used for this study with population of 233 using stratified random probability technique and a sampling size of 145 while 134 respondent’s questionnaire were retr
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Liang, Deqin. "Study on Gamification-Based Motivation Mechanisms for Employees in Technology-Based Small and Medium-Sized Enterprises." Economics & Business Management 1, no. 2 (2025): 32. https://doi.org/10.63313/ebm.9038.

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With the development of the knowledge economy, many small and medi-um-sized enterprises have entered the high-tech industry. The work moti-vation of their employees directly affects corporate performance. Exploring ef-fective motivation mechanisms is crucial for stimulating employees' enthusiasm and creativity, and forming the core competitiveness of enterprises. Under the "peo-ple-oriented" management model, when building an employee motivation sys-tem, enterprises need to combine various and multi-level non-material mo-tiva-tion methods with traditional material incentives to truly achieve s
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Dissertations / Theses on the topic "Employee Performance Management (EPM)"

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Elding, Darren James. "Modelling employee motivation and performance." Thesis, University of Birmingham, 2005. http://etheses.bham.ac.uk//id/eprint/11/.

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This research reviewed the history of motivation and performance modelling, with particular regards to the performance of employees in a work environment. The evolution of motivational theories was discussed before the motivational models arising from these theories were examined and critiqued. The wide range of, often conflicting, studies and theories in this area has led to a situation where no single model has been able to capture all the complexities of the internal and external influences on human motivation and performance. Models have broadly fallen into one of two categories: cognitive
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Sheikh, Hussin Siti Aida. "Employees Provident Fund (EPF) Malaysia : generic models for asset and liability management under uncertainty." Thesis, Brunel University, 2012. http://bura.brunel.ac.uk/handle/2438/7505.

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We describe Employees Provident Funds (EPF) Malaysia. We explain about Defined Contribution and Defined Benefit Pension Funds and examine their similarities and differences. We also briefly discuss and compare EPF schemes in four Commonwealth countries. A family of Stochastic Programming Models is developed for the Employees Provident Fund Malaysia. This is a family of ex-ante decision models whose main aim is to manage, that is, balance assets and liabilities. The decision models comprise Expected Value Linear Programming, Two Stage Stochastic Programming with recourse, Chance Constrained Pro
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Haslett, Vaughan. "Performance bonus as entry vehicle to performance management." Thesis, Cape Technikon, 1999. http://hdl.handle.net/20.500.11838/2058.

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Thesis (MTech (Busines Administration))--Cape Technikon, 1999.<br>The purpose of this research is to answer the following fundamental question: "Is the performance bonus approach a viable alternative methodology for implementing a Performance Management and Development intervention in South African companies? " The intention is to use the performance bonus as an entry vehicle for the establishment of a fully functional performance management and development system. The introduction of a performance based bonus system is intended to instill the recognition of "the pay for performance" conc
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Barry, Shane Charles Francis. "Exploring the Human Resource Management Employee Performance Relationship." Thesis, Griffith University, 2009. http://hdl.handle.net/10072/366866.

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Understanding the relationship between Human Resource Management (HRM) and the performance of organisations has been an ongoing area of interest within management fields. Important in this domain has been ‘the black box’, the unknown construct of connections between HRM and performance, an area which has remained unable to be fully ‘illuminated’ by researchers. The significance of this being, that in increasingly competitive local, national and global markets, it is critically important for organisations to efficiently and effectively manage all forms of resources ’ involved in their operation
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Addair, Angela Michelle. "Retail Employee Motivation and Performance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7453.

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Retail industry leaders seek effective strategies to improve employee motivation to increase levels of workforce productivity. The purpose of this single case study was to explore the strategies successful retail industry leaders used to motivate their employees to achieve higher levels of workforce productivity. The conceptual framework for the study was Vroom's expectancy theory of motivation. The research participants consisted of 2 retail store managers from the same retail store located in southeastern mid-Atlantic region of the United States who successfully motivated their employees. Da
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Barbosa-McCoy, Vanessa Lizzette. "Hotel Managers' Motivational Strategies for Enhancing Employee Performance." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2064.

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More than 600,000 employees depart the hospitality industry for a variety of reasons such as lack of motivational strategies (MS) of hotel general managers (GMs). The purpose of this multiple case study using census sampling was to explore what MS hotel GMs used to enhance employee performance. The 3 GMs of 3 full-service branded hotels with a guest capacity of 160-699 were randomly selected in South Florida. Data were collected from face-to-face interviews with the hotel GMs, employee performance evaluations, and results of guest and employee satisfaction surveys from the hotel GMs. Data anal
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Sheppard, George. "Work-Life Balance Programs to Improve Employee Performance." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2058.

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Although work-life balance programs in the United States have become increasingly popular through the years, there is still a need to understand the contributions of these programs on employee performance. The purpose of this case study was to explore the work-life balance programs that nonprofit school leaders utilize to improve employee performance at a charter school organization. The job demands-resources model formed the conceptual framework for this study. Data were collected through semistructured interviews from a purposeful sample of 10 managers and 10 non-managerial employees working
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Brewis, Willem Christiaan Coenraad. "The influence of performance management systems on employee engagement." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1019957.

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This study focused on investigating different performance management systems and the possibility to introduce a performance management system (PMS) into the sales environment of a company. The company the researcher is working for does not have an official PMS and feel the need to investigate the possibility to introduce a PMS. The study investigated an appropriate PMS that promotes engagement levels with employees that will be the ideal system for the sales environment in the company. Both the PMS and engagement impact on employees were addressed and the suitable PMS was selected. Implementin
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Morison, Rebecca, and n/a. "The impact of electronic performance monitoring on staff turnover in a call centre environment." University of Canberra. Health Sciences, 2002. http://erl.canberra.edu.au./public/adt-AUC20050530.111117.

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Call Centres represent one of the fastest growing industries today. In a competitive business environment the service delivered by Call Centre operators needs to be quantified and this is achieved through Electronic Performance Monitoring (EPM). This study considered the effects of EPM, and related factors such as job control, task complexity, performance, goal-setting and feedback, on the job satisfaction, organisational commitment and work stress, of Call Centre operators. The impact of these factors on staff turnover, which media reports suggest is very high for many Call Centres, was also
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Gregor, Richard. "Strategic implications of the employee performance management in emerging markets." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-77202.

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This thesis is dealing with the topic of the strategic performance management and cultural consequences of its implementation at emerging markets. The foremost goal of this thesis was to break down key issues which should be addressed by C-level management when considering implementation of Balanced Scorecards in emerging markets. Key issues which were addressed in this thesis: Cultural differences between emerging and developed countries; Knowledge worker as the key production factor in services; Theory of the Performance Management; Theory of Balanced Scorecards; Strategic implications of th
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Books on the topic "Employee Performance Management (EPM)"

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Anderson, Neil, and Ute Hülsheger. Employee Selection and Performance Management. SAGE Publications Ltd, 2008. http://dx.doi.org/10.4135/9781446261507.

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Health, Manitoba Manitoba. Effective performance management: Employee guide. Manitoba Health, 1986.

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Charnov, Bruce H. Management report: Appraising employee performance. Caddylak Pub., 1985.

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Krausert, Achim, ed. Performance Management for Different Employee Groups. Physica-Verlag HD, 2009. http://dx.doi.org/10.1007/978-3-7908-2197-0.

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Mone, Edward M., and Manuel London. Employee Engagement Through Effective Performance Management. Routledge, 2018. http://dx.doi.org/10.4324/9781315626529.

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1958-, Bruner Michael Lane, and American Institute of Certified Public Accountants, eds. Coaching: Improving employee performance. American Institute of Certified Public Accountants, 2007.

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Bjornlund, Lydia D. Employee performance: Appraisal and management : leader's guide. ICMA, 1997.

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Robert, Kent. Managing people: 25 steps to improving employee performance. Sidgwick & Jackson, 1989.

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Dorio, Marc A. The complete idiot's guide to boosting employee performance. Alpha, 2011.

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W, Smither James, and London Manuel, eds. Performance management: Putting research into action. Wiley, 2009.

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Book chapters on the topic "Employee Performance Management (EPM)"

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Stor, Marzena. "Employee Performance Appraisal." In Human Resources Management in Multinational Companies. Routledge, 2022. http://dx.doi.org/10.4324/9781003357087-5.

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Mone, Edward M., and Manuel London. "Recognizing Employee Performance." In Employee Engagement Through Effective Performance Management. Routledge, 2018. http://dx.doi.org/10.4324/9781315626529-6.

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Llorens, Jared J., Donald E. Klingner, and John Nalbandian. "Leadership and Employee Performance." In Public Personnel Management. Routledge, 2017. http://dx.doi.org/10.4324/9781315271255-9.

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Roberts, Gary E. "Employee Performance Management Principles." In Servant Leader Human Resource Management. Palgrave Macmillan US, 2014. http://dx.doi.org/10.1057/9781137428370_7.

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Tarique, Ibraiz, Dennis R. Briscoe, and Randall S. Schuler. "International employee performance management." In International Human Resource Management, 6th ed. Routledge, 2021. http://dx.doi.org/10.4324/9780429441462-16.

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Sarto, Fabrizia. "Bonuses (Employee for Performance)." In Encyclopedia of Sustainable Management. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-02006-4_880-1.

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Sarto, Fabrizia. "Bonuses (Employee for Performance)." In Encyclopedia of Sustainable Management. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-25984-5_880.

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Whittington, J. Lee, Simone Meskelis, Enoch Asare, and Sri Beldona. "Enhancing Engagement Through Effective Performance Management." In Enhancing Employee Engagement. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-54732-9_8.

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Baker, Tim. "Management Myth # 5—A Satisfied Employee is a Productive Employee." In Performance Management for Agile Organizations. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-40153-9_8.

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Mone, Edward M., and Manuel London. "Understanding Performance Appraisal." In Employee Engagement Through Effective Performance Management. Routledge, 2018. http://dx.doi.org/10.4324/9781315626529-2.

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Conference papers on the topic "Employee Performance Management (EPM)"

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Sampath, K., Kabirdoss Devi, T. V. Ambuli, and S. Venkatesan. "AI-Powered Employee Performance Evaluation Systems in HR Management." In 2024 7th International Conference on Circuit Power and Computing Technologies (ICCPCT). IEEE, 2024. http://dx.doi.org/10.1109/iccpct61902.2024.10673159.

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Helanka De Silva, W. Rividi, and Banuka Athuraliya. "Enhanced Employee Performance Management System with AI Driven Analytics." In 2025 International Conference on Data Science, Agents & Artificial Intelligence (ICDSAAI). IEEE, 2025. https://doi.org/10.1109/icdsaai65575.2025.11011577.

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Siluvainathan, Panneerselvam, S. Padmakala, and A. Selvakumar. "Analysis of Artificial Intelligence Techniques on Sustainable Employee Performance Management." In 2024 International Conference on System, Computation, Automation and Networking (ICSCAN). IEEE, 2024. https://doi.org/10.1109/icscan62807.2024.10894336.

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Gupta, Neeta, Vandana Gaur, Anil Bhatt, Swapnil Gaur, and Neharshi Srivastava. "Intelligent Techniques for Managing Employee Performance: Addressing Psychosocial Challenges." In 2024 International Conference on Intelligent & Innovative Practices in Engineering & Management (IIPEM). IEEE, 2024. https://doi.org/10.1109/iipem62726.2024.10925754.

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Tanjung, Andriyati, and Rahma Wahdiniwaty. "The Influence of Motivation on Employee Satisfaction and the Impact of Employee Performance in Cooperation." In Proceedings of the International Conference on Business, Economic, Social Science, and Humanities – Economics, Business and Management Track (ICOBEST-EBM 2019). Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200108.032.

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Sukmawan, Arif Darma, and Rahma Wahdiniwaty. "The Effect of Information System on Employee Performance." In Proceedings of the International Conference on Business, Economic, Social Science, and Humanities – Economics, Business and Management Track (ICOBEST-EBM 2019). Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200108.029.

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Milošević, Katarina, Ivana Katić, and Nemanja Tasić. "ACCELERATED DIGITALIZATION OF HUMAN RESOURCES IN THE POSTPANDEMIC ERA." In 19th International Scientific Conference on Industrial Systems. Faculty of Technical Sciences, 2023. http://dx.doi.org/10.24867/is-2023-t6.1-6_10741.

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The main purpose of this paper is understanding the role of technology in managing Human Resources in the Digital age. The pandemic has been an accelerator for digitalization of workspace. Human Resources Department became more virtual and digital than ever before. Many organizations increased their usage of Video conference tools, Employee self-service (ESS), Electronic performance monitoring (EPM), Internet of Things, Robotics and Artificial Intelligence. Recruitment and selection processes became significantly more virtual and digital, since video interviews usage went from 22% to 58% in 20
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Vučković, Nastasija, та Tatjana Ivanović. "CAN NEUROSCIENCE BE APPLIED IN HRM: EXPLORING THE ATTITUDES OF HR PROFESSIONALS IN SERBIA 2025EBM24Зборници". У Eighth International Scientific Conference Contemporary Issues in Economics, Business and Management [EBM 2024]. Faculty of Economics, Kragujevac, 2025. https://doi.org/10.46793/ebm24.051v.

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The relationship between the human brain and human behaviour has always intrigued the researchers around the world. Technological innovations have propelled the growth of neuroscience and made possible its application in different fields, including human resource management (HRM). There are many HRM activities in which the application of neuroscience may useful, such as recruitment and selection, training and development, talent management, performance appraisal etc. Neuroscience fundamentals offer valuable insights and guidance for HR professionals. Through applying principles from neuroscien
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"Analytics-Based Enterprise Performance Management (EPM)." In rd Joint International Conference on Accounting, Business, Economics and Politics. Tishk International University, 2021. http://dx.doi.org/10.23918/icabep2021p2.

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An, Lu. "Management of knowledge employee performance." In 2nd International Conference on Management Science and Industrial Engineering (MSIE 2013). Atlantis Press, 2013. http://dx.doi.org/10.2991/msie-13.2013.129.

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Reports on the topic "Employee Performance Management (EPM)"

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Yimam, Seid, and Yalew Mekonne. Women in Ethiopian Tax Administration: Evidence on Representation and Performance. Institute of Development Studies, 2023. https://doi.org/10.19088/ictd.2023.034.

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In the growing body of research on gender and taxation in low-income countries, the implications of having more women in tax administration have received relatively little attention. Using data from employee records and key informant interviews, we examine the representation of women in the workforce of the Ethiopian tax administration, as well as their performance and their misconduct. The findings show that women dominate the overall workforce in most branch offices. However, women overwhelmingly occupy lower ranked positions and their engagement at the top level of management is quite limit
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Gallego, Juan Miguel, and Luis H. Gutiérrez. Quality Management System and Firm Performance in an Emerging Economy: The Case of Colombian Manufacturing Industries. Inter-American Development Bank, 2017. http://dx.doi.org/10.18235/0011797.

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Over one million firms around the world have adopted a Quality Management System (QMS) that conforms to ISO 9001 certification in 2015 and recent figures show that certifications have rapidly increased in emerging economies. ISO 9001 is considered a signal of high quality for products or services in markets with large imported competition or firms competing in international markets. However, implementing ISO 9001 certification entails large costs to companies for documentation of operating procedures, training, internal auditing, and corrective action. The impact of QMS on firm performance is
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Saxby, Peter. Non-financial incentives and their application to enhance motivation and productivity in mining industry employees. Edited by Ernesto Bonafé. University of Dundee, 2024. http://dx.doi.org/10.20933/100001307.

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The mining industry is experiencing challenges in attracting and retaining sufficient skilled employees to meet strategic aims and production objectives, despite offering relatively high financial incentives. Human resources management theory indicates that many factors contribute to employee motivation and job satisfaction, and that these in turn influence performance and employee turnover. Although financial rewards are recognised as major motivating factors in mining employee job satisfaction, non-financial motivators are also desired. This paper examines the use of non-financial incentives
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Honig, Dan. Managing for Motivation as Public Performance Improvement Strategy in Education & Far Beyond. Research on Improving Systems of Education (RISE), 2022. http://dx.doi.org/10.35489/bsg-rise-misc_2022/04.

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People management has an important role to play in improving public agency performance. This paper argues that a ‘Route Y’ managerial approach focused on supporting the empowered exercise of employee judgment will in many circumstances prove superior to conventionalreform approaches steeped in ‘Route X’ monitoring and incentives. Returns to Route Y are greater when employees are or can become more “mission motivated” – that is, aligned with the goals of the agency in the absence of monitoring and extrinsic incentives. Returns to Route Y are also greater when monitoring is incomplete or otherwi
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Alonso, Pablo, and Agustina Schijman. IDB-9: Human Resources Processes. Inter-American Development Bank, 2013. http://dx.doi.org/10.18235/0010522.

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This evaluation assesses the implementation of Inter-American Development Bank (IDB, or Bank) commitments related to the human resources (HR) policies set out in the 2007 realignment and IDB-9. Under these commitments, the Bank is required to continue improving its organizational efficiency and capacity, building on the organizational model set forth in the 2007 realignment. This report is a preliminary review of the topic; next year's evaluation of the realignment by the Office of Evaluation and Oversight will explore issues of efficiency and efficacy in greater depth. The evaluation finds th
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Veung, Naron, and Seyhah Ven. Exploring Insights into Vocational Skills Development and Industrial Transformation in Cambodia. Cambodia Development Resource Institute, 2021. https://doi.org/10.64202/wp.131.202110.

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Industrial development is central to Cambodia’s economic development as it plans to upgrade the country’s status to an upper-middle-income country by 2030 and to a high-income country by 2050. Equipping the workforce with the skills and competencies that match industrial needs requires a great deal of continuous efforts and resources. In this regard, this paper aims to look into the linkage between skills and transformation based on employers’ perspectives. It explores insights into how companies perceive and use the skills and qualifications of their employees to overcome changes in technolog
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Talent Management in the Social Sector: A Review of Compensation and Motivation. Indian School Of Development Management, 2022. http://dx.doi.org/10.58178/2208.1005.

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"This article is based on a systematic literature review of compensation practices and motivation processes in social sector organizations. The review is divided into two main sub-sections- compensation and motivation. The review of the compensation literature provides a holistic understanding of the factors (classified into organization-level and employee-level) influencing compensation in the social sector. Findings of existing research reveal that compensation influences organizational performance and organizational commitment of employees. Other relevant factors influencing compensation th
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