Relevant bibliographies by topics / Employee Performance Management System

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 System'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Employee Performance Management System.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Journal articles on the topic "Employee Performance Management System"

1

Chahar, Bhawna. "Performance Appraisal Systems and Their Impact on Employee Performance." Information Resources Management Journal 33, no. 4 (October 2020): 17–32. http://dx.doi.org/10.4018/irmj.2020100102.

Full text
Abstract:
The purpose of this study was to understand the relationship between employee performance appraisal systems, employee motivation, and employee job performance. A cross-sectional survey of 393 employees of an Indian service organization showed that the performance appraisal system has a direct impact on employee job performance, and that this impact is moderated by the employee's motivation. Respondents were asked about 36 appraisal system, performance, and motivation attributes. Implications of the findings for the future research directions and practice are discussed.
APA, Harvard, Vancouver, ISO, and other styles
2

Awan, Sajid Hussain, Nazia Habib, Chaudhry Shoaib Akhtar, and Shaheryar Naveed. "Effectiveness of Performance Management System for Employee Performance Through Engagement." SAGE Open 10, no. 4 (October 2020): 215824402096938. http://dx.doi.org/10.1177/2158244020969383.

Full text
Abstract:
This article seeks to explore the effectiveness of a comprehensive performance management system in terms of employee performance. Besides, the mediating effect of work engagement was also examined. The performance management system effectiveness (PMSE) was determined by the extent of its accuracy and fairness, as recommended by previous researchers. A sample of 285 employees was selected from various branches of private banks located across Pakistan. A structured questionnaire was used, which was validated through confirmatory factor analysis (CFA) in the Pakistani context. The results indicated a significant impact of PMSE and work engagement on task and contextual performance of employees. Also, complementary mediation of employee work engagement in the relationship between PMSE and employee performance (in terms of task and contextual performances) was also supported. The findings of the research are helpful for the development of HR and PMSE strategy in the private banks of Pakistan. The study also suggests that a comprehensive PMSE model including the perception of fairness as a mandatory part, may be introduced for employees’ enhanced work engagement and task/contextual performance. The mediating relationship of work engagement has established the process of PMSE for the task and contextual performances of employees, which is a valuable contribution of the study.
APA, Harvard, Vancouver, ISO, and other styles
3

Suhardi, Agatha Rinta, and Sakina Ichsani. "Analysis Performance Management System." GATR Journal of Management and Marketing Review (JMMR) Vol.2(1) Jan-Mar 2017 2, no. 1 (March 4, 2017): 75–78. http://dx.doi.org/10.35609/jmmr.2017.2.1(10).

Full text
Abstract:
Objective - Aggressive competition and globalization are characterized by the emergence of many new companies and technological advances. Many companies began to rearrange the strategy of competition in anticipation of free trade with a review of the objectives of strategic companies based on the needs of the international market, a comparison with companies that have the best performance in the world, as well as evaluating intense the internal competency of the company own. The key to winning this competition is through innovation. The goal of this paper is to analyze the factors that influence in the performance management system. Methodology/Technique - Method in this research are performed by distributing questionnaires and respondents were given the opportunity to provide input to the company which then will researchers to convey to family companies that made the object of research. Findings – Results show that there is correlation between the company's strategy, cross-functionality, market intelligence, employee motivation and company performance. There is correlation company's strategy and company performance, cross-functionally and company performance, market intelligence and company performance, the motivation of employees and company performance Novelty - The study tries to test performance management of company. Type of Paper - Empirical Keywords: Analysis of Family Company; Cross-Functionality; Employee Motivation; Performance Management. JEL Classification: L22, J53.
APA, Harvard, Vancouver, ISO, and other styles
4

Decramer, Adelien, Carine Smolders, and Alex Vanderstraeten. "Employee performance management culture and system features in higher education: relationship with employee performance management satisfaction." International Journal of Human Resource Management 24, no. 2 (January 2013): 352–71. http://dx.doi.org/10.1080/09585192.2012.680602.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Grubi, Arta Koka, and Lura Rexhepi Mahmutaj. "Creating Alignment in Employee Performance Management." European Journal of Economics and Business Studies 7, no. 1 (January 21, 2017): 94. http://dx.doi.org/10.26417/ejes.v7i1.p94-103.

Full text
Abstract:
The current study will identify actions for maximizing the effect of goal development and performance management system to enable enhanced employee performance and motivation. In addition, exceptional consideration is dedicated to the methodological challenges of employee performance management inherent and adopted throughout the years. Quantitative approach will be used to assess the external environment through a comprehensive literature and employee surveys review demonstrating employee evaluation methods. However, the unique characteristic of this research, in proportion to other research, is that data is gathered from primary source. The paper presents “Real Time Employee Evaluation and Bonus Systems.” This is a subject that has not been adequately explored within existing literature. It consists of a practical mechanism which demonstrates how a performance evaluation method is used by a leading Telecom Company in Kosovo (X Telecommunications). We will explore the possibilities and limitations of the performance employee evaluation.
APA, Harvard, Vancouver, ISO, and other styles
6

Sharma, Neha Paliwal, Tanuja Sharma, and Madhushree Nanda Agarwal. "Measuring employee perception of performance management system effectiveness." Employee Relations 38, no. 2 (February 8, 2016): 224–47. http://dx.doi.org/10.1108/er-01-2015-0006.

Full text
Abstract:
Purpose – Concerns about the effectiveness of performance management systems (PMS) have long-driven researchers and practitioners to explore ways of measuring it. It is imperative for organizations to understand, how employees perceive the effectiveness of their PMS, for positive employee outcomes. Hence, the purpose of this paper is to explore the operationalization of the construct “employee perception of PMS effectiveness” (PMSE). An evidence of construct validity for the “two-factor PMS effectiveness” measure with perceived “PMS accuracy” and “PMS fairness” as its two factors is provided. In addition, a scale to measure “employee perception of PMS accuracy” is developed. Design/methodology/approach – Mixed-methods research methodology. Findings – Findings confirmed the possible existence of the two-factor PMSE construct, with PMS accuracy and fairness as its factors. Construct validity is established through its correlations with important outcome variables. The development of a valid and reliable 12-item scale for perceived PMS accuracy (Cronbach α value=0.83) is an additional key contribution. Research limitations/implications – The research presents opportunities for future empirical studies to examine the influence of PMS accuracy and effectiveness on employee outcomes (engagement, retention, etc.). Researchers may also cross-validate the PMSE measure in different socio-cultural contexts. Practical implications – The perceived PMS accuracy and effectiveness measures can serve as powerful investigative tools to measure employee perceptions regarding PMS. It can help organizations identify and correct the shortcomings in their existing PMS. Originality/value – This is the first paper to offer a cogent conceptualization and operationalization of employee perceptions of PMS accuracy and effectiveness. Hence, it has key implications for academics and practitioners.
APA, Harvard, Vancouver, ISO, and other styles
7

Tang, Guiyao, Bingjie Yu, Fang Lee Cooke, and Yang Chen. "High-performance work system and employee creativity." Personnel Review 46, no. 7 (October 16, 2017): 1318–34. http://dx.doi.org/10.1108/pr-09-2016-0235.

Full text
Abstract:
Purpose The purpose of this paper is to examine the underlying mechanism through which high-performance work system (HPWS) influences employee creativity. In addition, this paper aims to examine contingent factors in the relationship between perceived organisational support and employee creativity. Design/methodology/approach The sample of the study included 268 employees and matched supervisors from two pesticide chemical companies in China. Hypotheses were tested with linear regressions. Findings The study shows that HPWS enhances perceived organisational support, which in turn promotes employee creativity. Moreover, the results also indicate that devolved management positively moderates the relationship between perceived organisational support and employee creativity. Research limitations/implications The unique environment of China may limit the generalisability of the findings. Future studies can extend these findings by conducting studies in other societal contexts. Practical implications When trying to inspire employee creativity, organisations need to pay attention to employees’ perception of organisational support. One way of enhancing perceived organisational support is to implement HPWS. In addition, organisations need to encourage devolved management in order to inspire more creative behaviours. Originality/value This is the first study that explores the mediating role of perceived organisational support in the HPWS-employee creativity linkage. In addition, the study provides what is believed to be the first test of the moderating role of devolved management.
APA, Harvard, Vancouver, ISO, and other styles
8

MULYANTO, MULYANTO, I. Gusti Putu Diva AWATARA, and Ardi GUNARDI. "Enhancing Competence, Environmental Management System, Job Satisfaction and Employee Performance." Journal of Environmental Management and Tourism 9, no. 1 (June 19, 2018): 40. http://dx.doi.org/10.14505//jemt.v9.1(25).06.

Full text
Abstract:
This study is aimed at finding out the effect of competence and environmental management system on the employee performance at Regional Company Taman Satwa Taru Jurug Surakarta and the effect of job satisfaction in mediating the effect of competence and management system on the employee performance at Regional Company Taman Satwa Taru Jurug Surakarta. This research is a survey research conducted at Regional Company Taman Satwa Taru Jurug Surakarta. The population is the study is all employees of Regional Company Taman Satwa Taru Jurug Surakarta totaling 104 employees. The sample in this study is the same as population. The sampling technique used is census where all members of the population are used as a sample. The results showed that the competence and the environmental management system have a significant effect on employee performance at Regional Company Taman Satwa Taru Jurug Surakarta and the job satisfaction can improve the effect of competence and performance management system on employee performance at Regional Company Taman Satwa Taru Jurug Surakarta.
APA, Harvard, Vancouver, ISO, and other styles
9

Emmanuel, Noko, and Joseph Nwuzor. "Employee and Organisational Performance: Employees Perception of Intrinsic and Extrinsic Rewards System." Applied Journal of Economics, Management and Social Sciences 2, no. 1 (August 21, 2021): 26–32. http://dx.doi.org/10.53790/ajmss.v2i1.5.

Full text
Abstract:
The study aimed to evaluate the perception of employees on both intrinsic and extrinsic reward system and whether reward system impact their performance and the organization performance at large. To achieve the objective, the study employed Structural Equation Modelling (PLS-SEM) approach to test six hypothesis. The study sampled 400 employee of Zenith Bank Plc using questionnaire send to the respondent emails. PLS-SEM result revealed that both extrinsic and intrinsic rewards have positive and significant impact on employee performance, although, extrinsic appear more potent than intrinsic rewards. It was further revealed that three of the four measure of employee performance; quality job, effective service delivery, customer rating has positive significant with organization performance while time management was unable to explain organization performance. We discovered also that gender does not play any significant role on employee performance, but age does. The study therefore concluded that rewards play an important role in both employee performance and organization performance.
APA, Harvard, Vancouver, ISO, and other styles
10

Santi, Md Aktaruzzaman, and Abdur Rahim. "The Effects of Performance Management System on Employee Performance.: A Study." International Journal of Scientific and Research Publications (IJSRP) 11, no. 8 (August 24, 2021): 491–501. http://dx.doi.org/10.29322/ijsrp.11.08.2021.p11661.

Full text
APA, Harvard, Vancouver, ISO, and other styles
More sources

Dissertations / Theses on the topic "Employee Performance Management System"

1

Hambuda, Fillemon Nangolo. "Job satisfaction and job performance during the implementation of a performance management system : the case of a Namibian municipality." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2661.

Full text
Abstract:
Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2017.
The primary objective of the current study was to conduct a survey on the job satisfaction of line managers in the City of Windhoek (CoW) Municipality. The identifying of such variables could empower the CoW Municipality to develop programmes and policies that are designed to improve their job satisfaction levels. The literature review confirmed the impact of motivation on the job satisfaction of employees, and, in turn, its impact on employee productivity, and, ultimately, on organisational performance. The level of job satisfaction experienced by an individual describes how content he or she is with his or her job. The purpose of this study was to measure the job satisfaction facets (supervision, relationship with co-workers, present pay notch, nature of work, and opportunities for promotion) among line managers in the CoW, and how such facets affected their overall job satisfaction. The non-probability sampling technique was adopted to collect data from 102 respondents from nine different departments by means of a structured questionnaire, resulting in a response rate of (N = 76), 75%. The study was, however, limited to the line managers in the CoW Municipality. Following on which the Cronbach’s alpha coefficient was used to determine the internal consistency or average correlation of items in the survey instrument. The Spearman’s rank correlation coefficient (Spearman’s rho) analysis was used to analyse the data with the aid of the Statistical Package for the Social Sciences (SPSS), version 16. In addition, the independent-samples t-test and the analysis of variance (ANOVA) were employed to empirically test the relationships between the employees’ job satisfaction and their gender and age. The findings showed a significant linear relationship between the existing levels of job satisfaction and job performance. Furthermore, the findings suggested that the employees were significantly satisfied with certain aspects of their jobs (the nature of the work, and their salary, supervision and co-workers), but not with the one aspect of their job (opportunity for promotion). They were, however, significantly satisfied with their jobs in general, with there being no significant difference between the male and female employees’ levels of job satisfaction. The analysis showed that promotion has a modest and positive effect on job satisfaction. The study concluded that the line managers were, in general, satisfied with their jobs. Thus, the results cannot be generalised to other departments and Local Authorities. The study needs to be replicated in other departments and Local Authorities, using the same method.
APA, Harvard, Vancouver, ISO, and other styles
2

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.

Full text
Abstract:
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. Implementing a system within a selected division the researcher will compile a road map for implementing a PMS into the rest of the company with the background and learning done while implementing the system. The employees participated willingly in a survey. The questionnaire assessed the employees understanding of what a PMS is. Further, the questionnaire assessed if the company does have a PMS system in place. The engagement levels of employees were measured and this allowed management to make the appropriate changes to get the employees engaged in the workplace. The results from the survey show that the employees understand and have a need for a PMS. They do understand how a PMS in the workplace work. The company has a system in place to compensate employees for work done. The company does not deal with underperformance and engagement levels are very low. The factors of engagement tested were very low and it addressing the engagement factors integrated in a PMS will increase engagement levels with employees.
APA, Harvard, Vancouver, ISO, and other styles
3

Al-Raisi, A. A. N. "E-performance assessment system in governmental organizations in the United Arab Emirates." Thesis, Coventry University, 2011. http://curve.coventry.ac.uk/open/items/037d44df-9c0f-478b-aa99-ced82ec23a0d/1.

Full text
Abstract:
This research examines the introduction of e-performance assessment systems in governmental organizations in the United Arab Emirates. The research also examines the influence of cultural forces in accepting the implementation of technology systems that deal with assessment and evaluation of government employees to facilitate the transitional process from manual to e-performance assessment. The methodology used in this research can be described as follows: first a descriptive method to explain the main management theories underlying employee e-performance, followed by an illustration of the concept of electronic tools, based on what has been written in the relevant literature, then conducting a pilot study. A pilot study was made to reduce uncertainty in survey questions, increase clarity, enhance questionnaire validity, and expand on factors that might affect data analysis, improve research design, and confirm the feasibility of this research study. The conceptual model of this study is determined on the based of literature analysis, the pilot study, and the empirical collection of data. A model for a performance appraisal assessment system is proposed, which shows a statistical significance between performance management, e-performance management, performance assessment, e-performance assessment, and performance standards with both perceived usefulness and perceived ease of use. This study finds that there are numerous factors shapes ethics and norms at the workplace. This study suggests that the United Arab Emirates enjoys highly structured governmental organizations. This primarily results from the naturally inherited characteristics of being a high-context society. The major findings of this research aim to contribute to available literature, as there is currently a distinct shortage of relevant academic work targeting the issue of governmental e-performance systems. Similarly no papers concerning e-performance in a UAE context actually existed prior to this investigation. Therefore, much of the available literature was found to be only semi-relevant.
APA, Harvard, Vancouver, ISO, and other styles
4

Keshave, Hiten. "A survey of employee preferences in the design of a performance management system." Thesis, Rhodes University, 2016. http://hdl.handle.net/10962/d1021180.

Full text
Abstract:
This thesis begins with an introduction to performance management and the intended aim and objective of the research. Thereafter literature findings relative to performance management and performance management systems are discussed. In the review of literature, three processes that could be implemented in a performance management system were highlighted, namely; (1) the planning process, (2) the monitoring and development process, and (3) an annual summative and feedback process. Performance management functions deemed important to employees during each process of the performance management system were identified and discussed. Subsequent to the literature review, the research methodology was described and involved the implementation of quantitative research within a post-positivist paradigm in the form of a close-ended survey questionnaire. Analysis of the data involved a gap analysis and needs analysis. The gap analysis study was based on the opinion of management respondents in comparison to the opinion of non-management respondents. Results of the gap analysis were determined based on the calculation of an importance score for each sub-group. The needs analysis study was based on the overall opinion of all respondents, and results were determined based on the calculation of an overall importance score. In light of the literature review that was conducted to inform the questionnaire design, the survey results supported the literature review of each discussed performance management function with no evident contradictions. The results of the gap analysis and needs analysis were satisfactorily met for each performance management function. On the basis of these findings, it was assumed that all the performance management functions identified in the literature are important and could be implemented in the design of a performance management system. The results highlighted the importance of a performance plan and development plan to underpin the performance management system.
APA, Harvard, Vancouver, ISO, and other styles
5

Rana, Atul, and Yaser Hamed. "Performance Management System for Temporary Employees : Understanding differences in Performance Management between Temporary and Permanent Employees." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-31694.

Full text
Abstract:
Purpose – The purpose of this study is to find the organizational practices in place for the performance evaluation of temporary employees and how that varies from permanent employees. Method – The study takes an inductive and interpretive approach to find out the unknown practices. The study is conducted over 7 respondents from different organizations split between recruitment agencies and client organizations and represents practices maintained by both set of industries. Findings – The study identifies low standardization in performance evaluation and discusses the variance from literature over the subject matter. Also a model is drawn based on the amalgamation of literary review and empirical results. Implications – The study presents variance in the processes for temporary employees and the prime areas where the variance occurs. For the organizations to have fair and just performance management system and for equality towards temporary employees, these issues must be addressed. Limitations – Cultural practices are not taken into consideration and literature might be based on different cultural practices than the respondents country and for a wholesome study, more respondents might be needed.
APA, Harvard, Vancouver, ISO, and other styles
6

Hendricks, Clayton Clint. "The management of employee performance in the department of rural development and land reform in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/1675.

Full text
Abstract:
Thesis submitted in fulfilment of the requirements for the degree Master of Technology: Public Management In the Faculty of Business and Management Sciences At the Cape Peninsula University of Technology
The aim of this study was to analyse the management of employee performance with particular reference to the challenges faced by the National Department of Rural Development and Land Reform (NDRDLR) in the Western Cape Province. The Employee Performance Management System (EPMS) provides an integrated framework to manage employee performance through continuous improvement and development. Hence, the organisation identifies the availability of skills, shortcomings and appropriate measures to overcome these shortcomings by means of training, retraining and recruiting skills for the programme or project at hand. A qualitative research methodology was applied using mainly unstructured interviews, focus groups, observation and literature review. A case study approach assisted the researcher to acquire valuable data which was collected from the sample of senior management, middle management, union representatives and human resource practitioners within the National Department of Rural Development and Land Reform (DRDLR) in the Western Cape. The study identified how the performance management systems (PMS) is applied at the DRDLR and also probed into strategies and tools for managing employee’s performance. A purposive sample was composed of managers, and staff from the DRDLR. The researcher obtained approval to conduct the study from the Deputy Director: Human Resource Management within the Department of Rural Development and Land Reform, and from the Ethics Committee at the Cape Peninsula University of Technology. Findings from this study provided some significance of performance management at the work-place, and some understanding of what is EPMS by both the employer and the employees. This study revealed that there was less understanding of the EPMS, employees’ understanding of EPMS was biased towards pay benefits and rewards. The non-compliance of participants during performance management was a barrier towards the implementation of the EPMS at the DRDLR from the top to bottom in the departmental units where the sample was extracted. The study recommends a workable approach where all affected employees should be included in the planning of performance reviews, and should be trained continuously in order to address shortcomings in the implementation of EPMS. The findings and conclusions from this study contribute to the field of Public Management, while the study also allows other researchers to conduct further research in the field of performance management.
APA, Harvard, Vancouver, ISO, and other styles
7

Guo, Lan. "Self-determination theory of motivation and performance management systems." Online access for everyone, 2007. http://www.dissertations.wsu.edu/Dissertations/Fall2007/l_guo_080307.pdf.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Mtshali, Rosemary Makhosazane. "Evaluation of employee performance management development systems policy as implemented amongst social service professionals within department of Social Development." Thesis, University of Zululand, 2013. http://hdl.handle.net/10530/1358.

Full text
Abstract:
Submitted in fulfilment of the requirements of Master of Arts in the Department of Social Work in the Faculty of Arts at the University of Zululand, South Africa, 2013.
The study investigates the implementation process of the Employee performance management development systems policy within the Department of Social Development, attitude of staff and policy makers towards whether or not it is achieving its goals, the strengths and constraints in its implementation as a way to improve it. This study is conducted with an aim of coming up with solution to the problem or to identify drawbacks and establish if the policy is implemented correctly with the required tools for the purpose of improving service delivery. Since the EPMDS aims at organizational development and efficiency, this study will investigate if social workers are delivering their services to their best and to find out it is the right tool in the grooming and career pathing of social workers. The study reveals that there has been some dissatisfaction the way in which retention strategy was implemented, thus roll out campaigns are highly recommended for the provision of clarity provision of information on how it was implemented by the implementers. It explores the processes involved in implementation of Employee Performance Management Systems (EPMDS) it also identify what tools are used in the identification of other support mechanism and implementation of EPMDS mechanism. It establishes challenges that exist in the implementation and gain from participants possible recommendations for successful implementation of EPMDS. The study also establishes if there is integration of EPMDS with Integrated Service Delivery model (ISDM) and Situational Leadership Supervision Model (SLS), and focuses in the investigation of how Retention Strategy was implemented. The researcher utilizes evaluative research because the study aims at evaluating how EPMDS policy has been implemented within the Department of Social Development .Evaluation research, frequently referred to as program evaluation or practice evaluation, involves searching for practical knowledge in considering the implementation and effects of social policies and the impact of programs.
APA, Harvard, Vancouver, ISO, and other styles
9

Balderrama, Nicole Therese. "Strategies to Improve Employee Performance in the U.S. Aerospace Industry." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2784.

Full text
Abstract:
Outsourcing is a sought out practice within business and, in particular, the U.S. aerospace industry; however, some outsourced firms cannot meet client expectations. The purpose of this single case study was to explore what strategies outsourced firm company leaders use to improve the performance of employees. The sample comprised 4 senior managers employed with a firm that has been producing parts for 109 years for a major aerospace company in Southern California. The conceptual framework for this study built upon systems thinking to identify the structure of the outsourcing and supplier relationship and Herzberg's motivation-hygiene theory to understand work motivation in employee performance of the supplier in the outsourcing relationship. The data were collected through semistructured interviews and company documents. Member checking was completed to strengthen creditability and trustworthiness. Based on the methodological triangulation of the data sources collected, 5 emergent themes were identified after completing the 5 stages of data analysis: the existence of industry pressures, the need for communication, extrinsic motivational factors, organizational commitment, and strategies for employee performance. Findings of this study may provide company managers with performance strategies to support outsourcing relationships and subsequently employment as a social product. The data from this study may contribute to the prosperity of outsourced firms, their employees, their families, the surrounding community, and the local economy.
APA, Harvard, Vancouver, ISO, and other styles
10

Sonti, Phindile Clinton. "Improving the performance management system in a selected firm." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1021172.

Full text
Abstract:
The performance management system has become a vital process of retaining skilled employees, helping to improve communication between the employees and management, providing feedback to employees and clear understanding of job expectation. A performance management system assists the firm to identify the ways to improve individual and firm performance and provides the opportunity for discussion about individual career direction and growth within the firm. It provides the opportunity to set employee targets linked to the departmental targets. The performance management system is the catalyst for firms to become globally competitive and be able to meet targets. Over the years the firm has introduced a performance management system to help employees to achieve their targets, which will result in the company meeting its own objectives. The study focused on the factors that affect the performance management system. The objective of the research was to improve the performance management system of the firm. The study was conducted to assess the effect of the following independent variables on the improvement of the performance management system: leadership style, training, organisational culture, reward system and organisational communication. The sample consisted of only the employees of the firm selected for the study. One hundred and fifty (150) questionnaires were distributed, but only seventy-six (76) respondents (response rate = 50.7 percent) participated in the final study. The empirical results revealed that the three independent variables play a very important role in improving a performance management system. These three variables are organisational culture, training, and reward system. Implementing the recommendations that came from these results will go a long way to making sure that the firm will improve its performance management system.
APA, Harvard, Vancouver, ISO, and other styles
More sources

Books on the topic "Employee Performance Management System"

1

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

Find full text
APA, Harvard, Vancouver, ISO, and other styles
2

Massachusetts. Dept. of Personnel Administration. Performance management system guide. Boston]: The Dept., 1988.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
3

United, States Bureau of Alcohol Tobacco and Firearms. Performance management and recognition system. [Washington, D.C.?]: Dept. of the Treasury, Bureau of Alcohol, Tobacco, and Firearms, 1987.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
4

Plenert, Gerhard Johannes. Performance measurement systems and how they are used as employee motivators. Alexandria, VA: APICS Educational & Research Foundation, 1999.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
5

Engelmann, Curtis H. Managing individual performance: An approach to designing an effective performance management system. Scottsdale, AZ: American Compensation Association, 1996.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
6

Colorado. Office of State Auditor. Higher Education personnel system: Performance audit. [Denver, Colo: State of Colorado, Office of State Auditor, 2006.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
7

U.S. Customs Service. Office of Enforcement. Office of Enforcement: Performance system. [Washington, D.C.?: U.S. Customs Service, 1992.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
8

Office, General Accounting. Pay for performance: Implementation of the performance management and recognition system : report to congressional requesters. Washington, D.C: The Office, 1987.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
9

Office, General Accounting. Pay for performance: Implementation of the performance management and recognition system : report to congressional requesters. Washington, D.C: The Office, 1987.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
10

Office, General Accounting. Pay for performance: Implementation of the performance management and recognition system : report to congressional requesters. Washington, D.C: The Office, 1987.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
More sources

Book chapters on the topic "Employee Performance Management System"

1

Kumari, Jyoti, Geeta Kumari, and K. M. Pandey. "Factors Affecting of Employee Performance Appraisal System in the Pharmaceutical Industry: An Analytical Study." In Interdisciplinary Research in Technology and Management, 290–300. London: CRC Press, 2021. http://dx.doi.org/10.1201/9781003202240-45.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Levy, Paul E., Kelsey Herb, Noelle Frantz, and Alison Carr. "Employee Well-Being: Can Performance Management Systems Help? Yes, But They Sure Can Hurt Too!" In Work and Quality of Life, 133–55. Dordrecht: Springer Netherlands, 2012. http://dx.doi.org/10.1007/978-94-007-4059-4_8.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Chahar, Bhawna. "Employee Motivation and Its Impact on Organizational Performance with Mediating Role of Leadership Approach: A Study of Select Hospitality Organizations in Uttarakhand (India)." In Information Systems and Management Science, 184–201. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-86223-7_17.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Fernández-Villacañas Marín, Manuel A. "Employee Performance Evaluation Within the Economic Management System of the Spanish Air Force: Development of a Methodology and an Optimization Model." In Advances in Intelligent Systems and Computing, 448–55. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-16181-1_42.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Mone, Edward M., and Manuel London. "Recognizing Employee Performance." In Employee Engagement Through Effective Performance Management, 105–14. Second Edition. | New York : Routledge, 2018. | Revised edition: Routledge, 2018. http://dx.doi.org/10.4324/9781315626529-6.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Llorens, Jared J., Donald E. Klingner, and John Nalbandian. "Leadership and Employee Performance." In Public Personnel Management, 201–23. Seventh Edition. | New York : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315271255-9.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

Roberts, Gary E. "Employee Performance Management Principles." In Servant Leader Human Resource Management, 153–78. New York: Palgrave Macmillan US, 2014. http://dx.doi.org/10.1057/9781137428370_7.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Sarto, Fabrizia. "Bonuses (Employee for Performance)." In Encyclopedia of Sustainable Management, 1–7. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-02006-4_880-1.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Whittington, J. Lee, Simone Meskelis, Enoch Asare, and Sri Beldona. "Enhancing Engagement Through Effective Performance Management." In Enhancing Employee Engagement, 81–90. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-54732-9_8.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Baker, Tim. "Management Myth # 5—A Satisfied Employee is a Productive Employee." In Performance Management for Agile Organizations, 125–40. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-40153-9_8.

Full text
APA, Harvard, Vancouver, ISO, and other styles

Conference papers on the topic "Employee Performance Management System"

1

Rasyid, Abdul, Mohammad Aldrin Akbar, Nataniel Dengen, Mursalim Tonggiroh, Sitti Nur Alam, and Edy Budiman. "Employee Performance Target Management System to Support Work Performance Assessment." In 2018 2nd East Indonesia Conference on Computer and Information Technology (EIConCIT). IEEE, 2018. http://dx.doi.org/10.1109/eiconcit.2018.8878603.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Juwitasary, Hanny, Lay Christian, Edi Purnomo Putra, Fifilia, and Wahyu Sardjono. "Business Process Management System Implementation Model for Improving Employee Performance." In 2018 International Conference on Information Management and Technology (ICIMTech). IEEE, 2018. http://dx.doi.org/10.1109/icimtech.2018.8528135.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Deshpande, Vedangi, Rushikesh Bhujade, Shivam Amin, Rahul Agarwal, and Sachin Untawale. "Development of Employee Performance Management System Using Web Based Application." In 2021 International Conference on Intelligent Technologies (CONIT). IEEE, 2021. http://dx.doi.org/10.1109/conit51480.2021.9498300.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Shih, Hsi-An, and Tso-Jen Chen. "Can High Performance Work System and Transformational Leadership Improve Employee Performance?" In Annual International Conference on Human Resource Management and Professional Development in the Digital Age. Global Science & Technology Forum (GSTF), 2011. http://dx.doi.org/10.5176/2251-2349_hrmpd29.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

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). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200108.029.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Yi Han and Jianqiao Liao. "Employee job performance: an exchange view." In Proceedings of ICSSSM '05. 2005 International Conference on Services Systems and Services Management, 2005. IEEE, 2005. http://dx.doi.org/10.1109/icsssm.2005.1499438.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

Hu, Yingshan. "Research on the Relationship Between Remuneration Incentive System and Employee Performance." In 2021 International Conference on Enterprise Management and Economic Development (ICEMED 2021). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210601.057.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Rahmayuni, Siti. "Quality Analysis Of Management Information System And Work Environment To Employee Performance." In 2nd International Conference on Social and Political Development (ICOSOP 2017). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icosop-17.2018.64.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Bunyamin, Bunyamin, Wiyarni Wiyarni, and Sudaryoto Sudaryoto. "The Impact of Remuneration and Modernization Tax Information System on Employee Performance." In 1st Annual Management, Business and Economic Conference (AMBEC 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200415.045.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Chai Shui-ying and Zhao Ke-hua. "An employee performance assesses management information system for university administrators base on SSH architecture." In 2012 7th International Conference on System of Systems Engineering (SoSE). IEEE, 2012. http://dx.doi.org/10.1109/sysose.2012.6333679.

Full text
APA, Harvard, Vancouver, ISO, and other styles

Reports on the topic "Employee Performance Management System"

1

Damania, Bhavesh, Steve Vestal, Devesh Bhatt, and Rashmi Bhatt. Avionics System Performance Management. Fort Belvoir, VA: Defense Technical Information Center, May 1998. http://dx.doi.org/10.21236/ada388145.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Young, Stanley, and Dennis So Ting Fong. Arterial Performance Management System Lexicon. Purdue University, December 2017. http://dx.doi.org/10.5703/1288284316565.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Winter, Kathryn P. Performance Information Management System (PIMS) Communication. Fort Belvoir, VA: Defense Technical Information Center, December 1993. http://dx.doi.org/10.21236/ada284851.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Winter, Kathryn P. Performance Information Management System (PIMS) Communication. Fort Belvoir, VA: Defense Technical Information Center, October 1992. http://dx.doi.org/10.21236/ada267040.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Cilliers, Jacobus, Eric Dunford, and James Habyarimana. What Do Local Government Education Managers Do to Boost Learning Outcomes? Research on Improving Systems of Education (RISE), March 2021. http://dx.doi.org/10.35489/bsg-rise-wp_2021/064.

Full text
Abstract:
Decentralization reforms have shifted responsibility for public service delivery to local government, yet little is known about how their management practices or behavior shape performance. We conducted a comprehensive management survey of mid-level education bureaucrats and their staff in every district in Tanzania, and employ flexible machine learning techniques to identify important management practices associated with learning outcomes. We find that management practices explain 10 percent of variation in a district's exam performance. The three management practices most predictive of performance are: i) the frequency of school visits; ii) school and teacher incentives administered by the district manager; and iii) performance review of staff. Although the model is not causal, these findings suggest the importance of robust systems to motivate district staff, schools, and teachers, that include frequent monitoring of schools. They also show the importance of surveying subordinates of managers, in order to produce richer information on management practices.
APA, Harvard, Vancouver, ISO, and other styles
6

Adams, D. E. Operations performance for HANDI 2000 business management system. Office of Scientific and Technical Information (OSTI), September 1998. http://dx.doi.org/10.2172/10154366.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

Seybold, Patricia. Designing a Customer Flight Deck(SM) Performance Management System. Boston, MA: Patricia Seybold Group, October 2001. http://dx.doi.org/10.1571/ov10-25-01cc.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Domoto, Paul A., Brian J. Nonnecke, Dennis N. Portz, Leah B. Riesselman, Bernard J. Havlovic, and Nicholas P. Howell. Grape Cultivar by Management System Trial Performance in 2008. Ames: Iowa State University, Digital Repository, 2009. http://dx.doi.org/10.31274/farmprogressreports-180814-780.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Domoto, Paul A., Gail R. Nonnecke, Dennis N. Portz, Leah B. Riesselman, Bernard J. Havlovic, and Nicholas P. Howell. Grape Cultivar by Management System Trial Performance in 2008. Ames: Iowa State University, Digital Repository, 2009. http://dx.doi.org/10.31274/farmprogressreports-180814-921.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Domoto, Paul A., Gail R. Nonnecke, Dennis N. Portz, Bernard J. Havlovic, and Nicholas P. Howell. Grape Cultivar by Management System Trial Performance in 2007. Ames: Iowa State University, Digital Repository, 2008. http://dx.doi.org/10.31274/farmprogressreports-180814-1058.

Full text
APA, Harvard, Vancouver, ISO, and other styles
You might also be interested in the extended bibliographies on the topic 'Employee Performance Management System' for particular source types:
Journal articles Dissertations / Theses Books
We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!

To the bibliography