Effect of Performance Management System on Employees' Attitude in Nigerian Banking Sector

2016 ◽  
Author(s):  
Sulu Babaita Isiaka ◽  
Mustapha Ola Aliyu
Keyword(s):  
Performance Management ◽  
Management System ◽  
Banking Sector ◽  
Performance Management System ◽  
Nigerian Banking

scholarly journals Implementation and Effectiveness of Performance Management System in Alfalah Bank

2014 ◽  
Vol 4 (4) ◽  
pp. 111 ◽  
Author(s):  
Farheen Mughal ◽  
Faiza Akram ◽  
Syed Sadaqat Ali
Keyword(s):  
Performance Management ◽  
Management System ◽  
Evaluation System ◽  
Management Practices ◽  
Banking Sector ◽  
Performance Management System ◽  
Structured Interviews ◽  
Research Findings ◽  
Qualitative Technique ◽  
Hr Managers

Orientation:Performance Management issues like implementation of PM and its effectiveness on the system of Bank Alfalah is discussed through this exploratory study. And also researchers have suggested the solutions to remove the hurdles faced by banking sector in Pakistan for implementation of ideal Performance management.Abstract:The basic purpose of this study is to provide edge to organization by providing practical solutions and recommendations so that firms can choose the best option. And in this way they can improve their evaluation system. This research is done to highlight the importance of performance management and also to study scope and effectiveness of performance management system in Alfalah Bank.Methodology:Qualitative research methodology has been used by researcher. Through this qualitative technique data is collected and analyzed. To identify the PM issues structured interviews were conducted from the employees related with different departments of Alfalah Bank. Findings:The research findings have shown that the employees of Alfalah bank have facing the problem of dissatisfaction from their current performance management and also the current performance management system of Alfalah bank lacks motivation and proper reward system. So for resolution of these issues researcher has recommended direction and guidelines to improve the performance management system.Practical implications:This research can be used by HR managers for identification and resolution of issues related to evaluation of employees. The current study can be used for further research and also become the basis to provide literature review for future research.Significance:Through this study reader can critically analyze the improvement in performance management Practices. This study shows the practical implications of recommended practices in actual business situations. This study has explored the issues (weaknesses) related with performance management in banking sector. Also the recommendation and suggestions are provided. On the basis of this study other organizations will also get the direction and guidelines to improve the performance management.

Penyusunan Prototipe Performance Management System berbasis Balanced Scorecard pada PT. X

2018 ◽  
Vol 2 (3) ◽  
Author(s):  
Bintang Karismacho Nugroho ◽  
Artiawati
Keyword(s):  
Performance Management ◽  
Balanced Scorecard ◽  
Management System ◽  
Performance Management System ◽  
Pilot Test

PT. X merupakan perusahaan yang memiliki bisnis pada bidang kuliner. Sejak didirikan hingga saat ini, PT. X belum pernah mencapai target secara sempurna. Pimpinan PT. X merasa hal tersebut disebabkan karena faktor internal dan faktor eksternal perusahaan. Oleh karena itu, diperlukan intervensi yang dapat mengatasi permasalahan tersebut, yaitu penerapan performance management system berbasis balanced scorecard, karena dapat mendukung peningkatan kinerja perusahaan melalui pengelolaan sumber daya manusia dengan mempertimbangkan kondisi internal dan eksternal perusahaan.Penelitian ini bertujuan untuk merumuskan intervensi berupa rancangan performance management system berbasis balanced scorecard yang paling sesuai dengan PT. X untuk meningkatkan kinerja perusahaan melalui pengelolaan sumber daya manusia. Metode penelitian ini adalah research & development. Hasil rancangan intervensi yang telah dirumuskan berupa performance management system pada tahap prerequisites (rumusan harapan pimpinan dan skema arahan strategi, balanced scorecard (objective).Hasil evaluasi terhadap rancangan intervensi, yaitu secara keseluruhan para rater menilai rancangan intervensi yang dirumuskan telah tepat dalam mengatasi permasalahan yang dihadapi, namun pada beberapa hal kurang aplikatif jika saat ini langsung diterapkan di perusahaan. Oleh karena itu, dapat disimpulkan bahwa rancangan intervensi yang telah dirumuskan ini dapat diterima oleh pihak ahli dan user, meskipun terdapat beberapa catatan yang membangun untuk menyempurnakan rancangan intervensi yang telah dirumuskan. Saran yang dapat diberikan berdasarkan penelitian ini, yaitu penelitian selanjutnya harus tetap mengacu pada konsep performance management system tahap prerequisites yang telah dirumuskan, agar pengembangan tetap terintegrasi dengan arah, tujuan, dan strategi perusahaan, serta PT. X juga perlu melakukan pilot test untuk menguji keefektifan rancangan intervensi yang telah dirumuskan.

TECHNO21: Design and Implementation of a New Performance Management System

2021 ◽  
pp. 097282012199495
Author(s):  
Asfia Obaid ◽  
Saman Rahman ◽  
Asia Mehmood ◽  
Neelab Kayani
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
System Design ◽  
Performance Management ◽  
Management System ◽  
Performance Management System ◽  
Performance Levels ◽  
Strategic Objectives ◽  
Design And Implementation ◽  
The Face

The case highlights the key concerns and issues an organization may face if its performance management system (PMS) does not serve its intended purpose and how it can cause demotivation and dissatisfaction among employees and result in an overall decline in organizational performance. It also illustrates how employees’ organizational culture and perception can be as important as the system design and can present challenges even if an elaborate system is planned. In the face of increasing turmoil among employees towards management and the decreasing performance of the organization, TECHNO21 decided to change its current PMS, which seemed a difficult but necessary step to achieve the desired performance levels and overall strategic objectives of the organization.

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