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

Tahiri, Alberta; Kovaçi, Idriz; Krasniqi, Avni

doi:10.35808/ijeba/673

Cited by 3 publications

(4 citation statements)

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“…These findings align with other studies that have reported similar positive results on product quality and organizational performance. Specifically, we found support from studies such as Tahiri et al (2021), Wijetunge (2014), andZheng et al (2009), which have also demonstrated the favorable influence of performance appraisal on organizational outcomes. Overall, our study adds to the growing body of research that supports the value of performance appraisal in driving positive outcomes for organizations.…”

Section: Discussionsupporting

confidence: 66%

“…Performance appraisal is a crucial aspect for organizations as it measures the quality of human resource management and encourages employee motivation and creativity. According to Tahiri et al (2021), evaluating employee performance is one of the critical issues in human resource management. However, despite being the most significant development in human resource management, performance management, and its appraisal tools have not received much empirical recognition in entrepreneurial ventures.…”

Section: Performance Appraisalmentioning

confidence: 99%

“…Studies have shown that performance appraisal enables organizations to identify areas where employees need improvement, recognize high-performing employees, and align individual goals with organizational objectives. According to Tahiri et al (2021), evaluating employee performance is one of the critical issues in human resource management. Performance appraisal helps organizations determine the effectiveness of their human resource management practices and identify areas that require improvement.…”

Section: Performance Appraisalmentioning

confidence: 99%

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Unlocking the Potential of Innovative Hr Practices for Superior Organizational Performance: A Transformative Case Study of Smes in Oman

Dr. Mohammed Kutpudeen,

Dr. Muhammad Tahir

2024

Int. j. manag. entrep. res

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As the business landscape in Oman continues to evolve, it is becoming increasingly clear that innovative HR practices will play a key role in determining the success of SMEs. In the coming years, we can expect to see a growing emphasis on HR practices that prioritize employee empowerment, engagement, and development. It will be interesting to explore how such practices will impact organizational performance in the SME sector of Oman. A quantitative research approach was adopted to achieve this, and data was collected using a structured survey questionnaire. The survey received responses from 383 randomly selected proprietors across all regions of the Sultanate of Oman. The data collected from the questionnaires was used to evaluate the participants' feedback on different innovative HR practices and their impact on organizational performance. The findings from the data collected showed that there is a positive and significant effect of innovative HR practices on organizational performance in terms of recruitment & and selection, learning & and development, performance appraisal and employee commitment. It is concluded that Innovative HR practices are vital in every SME in Oman. Keywords: Human Resource, SMEs, Recruitment, Selection, Learning, Development, Reward, Appraisal, Involvement.

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Section: Discussionsupporting

confidence: 66%

Section: Performance Appraisalmentioning

confidence: 99%

Section: Performance Appraisalmentioning

confidence: 99%

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Unlocking the Potential of Innovative Hr Practices for Superior Organizational Performance: A Transformative Case Study of Smes in Oman

Dr. Mohammed Kutpudeen,

Dr. Muhammad Tahir

2024

Int. j. manag. entrep. res

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“…erefore, the division into Chinese is more difficult than that of English [26][27][28][29][30][31]. ere are three ways: string matching-based segmentation, statistics-based Chinese segmentation, and comprehension-based Chinese segmentation.…”

Section: Chinese Word Splittingmentioning

confidence: 99%

Research on the Relationship between Human Resource Management Activities and Enterprise Performance Based on the Supervised Learning Model

Sun

2021

Discrete Dynamics in Nature and Society

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HRMS is a very critical tool for companies. The recruitment text contains rich information that can provide strong information support for the company’s recruitment work and also improve the efficiency of job seekers in finding job opportunities. To this end, for the problem of multilabel text classification of recruitment information, this paper provides two algorithms for multilayer classification based on supported SVM. First, the same learning subclass method is used for text sorting subclass acquisition, and then, the class of the text is determined. Second, the hemispherical support SVM is used to find the smallest hypersphere in the feature space that contains the most text of that class and segment the text of that class from other texts. For the text to be classified, the distance from it to the center of each hypersphere is used to determine the class of the text. Experimental results on recruitment data demonstrate that the algorithm in this paper has a high check-all rate, check-accuracy rate, and F1. And, the relationship between HRM activities and corporate performance is discussed.

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Driving SMEs’ Performance in South Africa: Investigating the Role of Performance Appraisal Practices and Managerial Competencies

Mashavira

Guvuriro

Chipunza

2022

JRFM

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Managerial competencies and performance appraisal practices are often ignored when considering the performance of Small-to-Medium Enterprises (SMEs). Yet, these competencies and practices are fundamental for the survival of the SMEs. SMEs are critical for economic growth and job creation in many economies. The current study sought to establish whether managerial competencies and performance appraisal practices correlate with SMEs’ performance in South Africa. Firm performance was measured using two variables: innovation and return on investment (ROI). The study adopted a structural equation modelling analytical approach. Interpersonal competencies were found to be a significant factor of managerial competencies, but conceptual and political competencies were not. The study also found that managerial competencies, and not performance appraisal practices, significantly correlated with both innovation and ROI. The study recommends that performance appraisal practices be tailored to suit SMEs in the developing countries context.

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

Cited by 3 publications

References 0 publications

Unlocking the Potential of Innovative Hr Practices for Superior Organizational Performance: A Transformative Case Study of Smes in Oman

Unlocking the Potential of Innovative Hr Practices for Superior Organizational Performance: A Transformative Case Study of Smes in Oman

Research on the Relationship between Human Resource Management Activities and Enterprise Performance Based on the Supervised Learning Model

Driving SMEs’ Performance in South Africa: Investigating the Role of Performance Appraisal Practices and Managerial Competencies

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