A Case for Performance Management in the Public Sector in Nigeria

Esu, Bassey Benjamin; Inyang, Benjamin James

doi:10.5539/ijbm.v4n4p98

Cited by 16 publications

(12 citation statements)

References 14 publications

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“…DeNisi and Pritchard (2006), and Esu and Inyang (2009) argue that successful organisations exploit HRPs, such as PA, as management tools to improve performance and effectiveness. PA is one of the most vital components of human resource management practice (Boswell, & Boudreau, 2000;Judge, & Ferris, 1993) and contributes to continuous improvement in the present business environment (Ahmed, Mohammad, & Islam, 2013).…”

Section: Literature Reviewmentioning

confidence: 99%

Performance Appraisal as an Antecedent to Innovation: an Analysis of Its Relative Importance

Matookchund¹,

Steyn²

2020

IJHRS

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Literature suggests that performance appraisal (PA) contributes to innovation. However, the absolute and relative importance of PA to innovation, the different aspects of PA which drive innovation, as well as PA as a precursor among other antecedents to innovation, has not been adequately described. The aim of the study is to provide clarity on the drivers of innovation, specifically contextualising the impact of PA within the South African context. This study used a cross-sectional survey design, where only quantitative data was collected from full-time employees across private sector, parastatal, and government organisations. The respondents represented a broad cross-section of South African employees. PA and three other known antecedents to innovation, as well as innovation itself, were measured. It was found that PA (as a single variable) was responsible for 5.7% of the variance in innovation. Items in the PA scale with a clear link to innovation were identified, and thematically integrated. It was further found that, when PA was combined with other antecedents of innovation, leading to 26.6% of the variance in innovation being explained, the role of PA was significant, though mostly secondary. Proactive personality was the most dominant predictor of innovation. The importance and relative importance of PA as an antecedent to innovation in the workplace has thus been established. The outcomes of this study may assist managers and human resource practitioners to focus on appropriate, evidence-based information when attempting to enhance innovation.

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Section: Literature Reviewmentioning

confidence: 99%

Performance Appraisal as an Antecedent to Innovation: an Analysis of Its Relative Importance

Matookchund¹,

Steyn²

2020

IJHRS

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“…Effective human resources have positive effects on performance in general. Most successful organisations exploit HRPs as tools to improve effectiveness and performance (DeNisi & Pritchard, 2006;Esu & Inyang, 2009). HRPs contribute to continuous improvement and success (Ahmed, Mohammad, & Islam, 2013;Hayton, 2005), and in addition, HRPs are employed in organisations to serve many purposes.…”

Section: Literature Reviewmentioning

confidence: 99%

Performance appraisal as an antecedent to innovation: An analysis of its importance relative to other human resource practices

Matookchund¹,

Steyn

2019

SA j. hum. resour. manag.

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Orientation: Innovation is essential to organisational survival, and several studies have shown that performance appraisals (PAs) contribute to innovation.Research purpose: The purpose of this study was to examine the importance of PA as an antecedent to innovation relative to other human resource practices (HRPs).Motivation for the study: The specific HRP drivers of innovation among employees and across organisations are not well specified, hindering appropriate resource allocation.Research approach/design and method: The PA–innovation link was investigated among 3180 employees across 53 South African organisations, utilising a cross-sectional survey design involving quantitative data, and focusing on correlation and regression analyses.Main findings: Human resource practices accounted for approximately 10% of the variance in innovation when considering individual employees. Performance appraisal was neither a common nor a unique predictor of innovation. When focusing on the link across organisations, a significant HRPs–innovation link was established in approximately 60% of organisations, with PA playing a significant role as the predictor of innovation in 10 (out of 53) organisations.Practical/managerial implications: Other HRPs, specifically supervisor support and staffing, played a much bigger role than PA in driving innovation of individuals, also across organisations. This specifies the relative importance of PA amongst other HRPs.Contribution/value-add: General managers, human resource practitioners and researchers can now use data-driven evidence to select specific HRPs which significantly enhance innovation among employees and across organisations.

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“…Performance management tools cannot provide sustainable high performance on their own. Management and governance must create a favorable environment (Esu & Inyang, 2009). Performance evaluations help to clearly define performance tasks and targets and facilitate organizational effectiveness (Çelik, 2014).…”

Section: Introductionmentioning

confidence: 99%

Kamu Hi̇zmetleri̇nde Ve Devlette Yeni̇li̇kçi̇ Performans Yöneti̇mi̇ni̇n Sorunlari Ve Çözümleri̇ Üzeri̇ne Bi̇r Tartişma

Efe

2023

Uluslararası Akademik Yönetim Bilimleri Dergisi

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Performance management is a tool that focuses on measuring and managing the progress in the working environment to evaluate organizational goals and provide new development opportunities. In Turkey, as in many developing countries, the public sector has suffered setbacks, primarily attributed to ineffective and inefficient management, subjectivities, politization, nepotism and disruptions in public services. That is why performance management is mainly related to business and organizational management sciences. There are multidimensional stakeholder management approaches, balanced scorecard approaches, corporate approaches, radical learning approaches, and artificial intelligence (AI) supported automation approaches that are becoming more and more effective in this field. In some studies, in the literature, it has been determined that one of the most significant effects of AI on HR is performance management, and it continues to progress like this. This study based on literature and market reports, gives a perspective on possible solution scenarios by evaluating the malfunctions in the performance system in the public sector and tries to present a highly innovative performance management approach based on AI tools that can increase the performance.

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A Case for Performance Management in the Public Sector in Nigeria

Cited by 16 publications

References 14 publications

Performance Appraisal as an Antecedent to Innovation: an Analysis of Its Relative Importance

Performance Appraisal as an Antecedent to Innovation: an Analysis of Its Relative Importance

Performance appraisal as an antecedent to innovation: An analysis of its importance relative to other human resource practices

Kamu Hi̇zmetleri̇nde Ve Devlette Yeni̇li̇kçi̇ Performans Yöneti̇mi̇ni̇n Sorunlari Ve Çözümleri̇ Üzeri̇ne Bi̇r Tartişma

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