Appraisal of Human Resource Management, Performance Management and Employee Performance by SME Managers in Kosovo

2021 ◽  
Vol IX (Issue 1) ◽  
pp. 292-302
Author(s):  
Alberta Tahiri ◽  
Idriz Kovaci ◽  
Avni Krasniqi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Employee Performance ◽  
Management Performance

Managing for Public Service Performance

2021 ◽  
Keyword(s):  
Resource Management ◽  
Public Sector ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Public Service ◽  
Public Management ◽  
Diversity Management ◽  
Service Performance ◽  
Management Performance

How does management make a meaningful contribution to public service performance? This is the overall question of this volume. The sixteen chapters aim to clarify conceptual issues; critically reflect on assumptions underlying public management and public service performance understandings; theoretically explain direct and indirect relationships between management and performance; and outline a research agenda based on a review of the extant literature. In order to achieve these aims, this volume takes a multidisciplinary, critical, rigorous, and context-sensitive approach. The disciplines of public management, leadership, human resource management, and work and organization psychology are combined because they focus differently on aspects of management, public service performance, employee outcomes, and linking mechanisms such as employees’ attitudes and behaviors. Multidisciplinarity is illustrated by the variety of management aspects examined: different types of leadership behaviors, people management, performance management, human resource management systems, diversity management, and change management. Stakeholders often emphasize different public values that influence what they hold desirable in public service provision. The authors critically reflect on which stakeholder interests are included and excluded in empirical studies. The institutional perspective informs critical reflection on public sector context factors that affect the management–performance relationship in democratic societies. By paying attention to distinctive features of the public sector context, the volume contributes to both knowledge growth and the improvement of public services in practice.

scholarly journals ROLE OF PERFORMANCE PLANNING PRACTICES ON HUMAN RESOURCE TEAM BUILDING

2021 ◽  
pp. 16-23
Author(s):  
Dr. Srijib Shankar Jha
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Employee Performance ◽  
Team Building ◽  
Employee Attitudes ◽  
Individual Contributions ◽  
And Performance ◽  
System Variables

Numerous organisations’ efforts in recent years have been directed toward strategies that increase individual contributions to the organization’s overall success. Numerous authors have investigated the connections between various facets of human resource management practises and their effect on employee effectiveness. Additionally, while it is widely accepted that human resource management is positively related to organisational and employee performance, considerable interest has grown in understanding the relationship between HRM and performance in the Indian context. The purpose of this paper is to determine the extent to which performance management system variables are associated with employee attitudes, particularly team building. The study employs both quantitative and qualitative methods; based on the information gleaned from the literature review, structured questionnaires were used to collect data from 200 employees in four organisations, which were then analysed statistically. The findings indicate that the majority of performance planning elements have a positive and significant correlation with team building. KEYWORDS : performance planning, team building, employee attitude, human resource management.

scholarly journals Human Resource Management Practices and Employee Performance in Canon Chemicals Limited in Kenya

2021 ◽  
Vol 5 (3) ◽  
pp. 61-73
Author(s):  
Roselyn Muchiri Nyaguthii ◽  
◽  
Dr. Jedidah Muli Vika ◽  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Management Practices ◽  
Employee Performance ◽  
Employee Motivation ◽  
Cosmetic Industry ◽  
Human Resource Management Practices ◽  
Study Participants

Although several studies have been done on the notion and context of Human Resource Management Practices (HRMPs) and their influence on employee performance in numerous organizations, none has been done within the cosmetic industry in Kenya. Therefore, there was a need for a study to be carried out concentrating on Kenya's cosmetic industry on what HRMPs impact on employee performance. The study was conducted at Canon Chemicals Limited in Mavoko Sub County, Kenya. The specific objectives were to determine the effects of compensation and workers participation on employee performance. The study utilized descriptive research design. A sample of 40 participants was selected using census approach since the population at Canon Chemicals Limited was small. A structured questionnaire was used to collect data from the study participants and all the distributed questionnaires were duly filled and returned. Descriptive statistics used were frequencies and percentage distribution, while inferential analysis were correlations and regression. The findings of the study suggest a moderate relationship between HRMPs and overall employee performance. Contrary to expected results, regression analysis did not show a significant relationship between HRMPs under consideration and employee performance. Therefore, HRMPs should not be generalized to enhance employee performance; rather, other confounding factors that are out of scope in this current study may play a significant role in overall employee performance. The result of this study is an indication that Canon Chemicals Limited should improve on all the aspects of human resource management practices that include employee compensation and employee participation to spur overall employee performance. The organization needs to carry out regular surveys and have merit employee motivation and embrace a human resource management practices policy. Keywords: Human Resource Management Practices (HRMPs), Performance Management.

scholarly journals Determinants of Employees Outstanding Performance in Public Corporations: Strategic Human Resource Management Perspectives of Organisational Development and Sustainability

2020 ◽  
Vol 5 (1) ◽  
pp. 30-40
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Strategic Human Resource Management ◽  
Organisational Development ◽  
Public Corporations

Performance management is a strategic component of organisations operationswhich requires careful assessment of its constituents. Success of every institution is determined by its performance management system which ensures the provision of adequate tools that enhances outstanding performance. This study examined determinants of employee outstanding performance in corporate institutions with strategic human resource management perspectives of organisational development and sustainability. In this regard, the study critically reviewed pieces of literature published on issues relating to employee performance, which facilitated the discoveryof great concerns of exceptional performance. In order to addressgaps identified, the study employed descriptive quantitative and correlational methods which facilitated the gathering, classification and presentation of data that led to descriptive analysis, discussions and objective conclusion of the study. Nevertheless;obtaining first-hand information was enhanced through the distribution of 300 questionnaires to sample units. Data obtained from sample units was analysed, using Descriptive statistics and Persian correlation. Processed data shows the significance of training and employee development as key element towards improving performance in several facets of organisational operations. However, further facts discoveredestablished that, high employee engagement facilitate effective employer-employee relationship,which shows motivational values and employees worth that prompt institutions workforce todemonstrate commitment towards organisations success. In addition, financial reward was classified as the principal motivator and its judicious use,emphasised by respondents, could influence employees towards exceptional performance.Persian Correlation established significant relationships described thus: Institutions with efficient performance management systems ensures staff capacity building which increasesemployees’competency level.On the other hand, effective engagement and allocation of financial and no-financial rewards generate an outstanding workforce that leads to organisational development and competitive advantage. In consideration to the foregoing facts, this study is significant to human resource management specialists, training and development consultants and corporate institutions in Sierra Leonne.

PENGELOLAAN MODAL MANUSIA DALAM KAITANNYA DENGAN MANAJEMEN KINERJA

2018 ◽  
Vol 6 (1) ◽  
Author(s):  
Amanda Setiorini,MM.
Keyword(s):  
Human Capital ◽  
Resource Management ◽  
Human Resource Management ◽  
Competitive Advantage ◽  
Performance Management ◽  
Human Resource ◽  
Business Environment ◽  
Business Organization

Globalization changes the business environment, which demands change from every business organization involved, to succeed in the new environment. For that purpose, human resource management needs to be directed to the development of human capital, which assumes employees as assets, not costs, for the company. The implication is that management needs to recognize each of its employees in order to maximize their potential and manage it to be a competitive advantage. This is where performance management plays a very important role.

scholarly journals Single- and Multiple-Informant Research Designs to Examine the Human Resource Management−Performance Relationship

2016 ◽  
Vol 27 (3) ◽  
pp. 646-668 ◽  
Author(s):  
Juan Carlos Bou-Llusar ◽  
Inmaculada Beltrán-Martín ◽  
Vicente Roca-Puig ◽  
Ana Belén Escrig-Tena
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Performance ◽  
Research Designs
Sign in / Sign up

Export Citation Format

Share Document