Performance Management and Monitoring

Shtern, Mark; Simmons, Bradley; Smit, Michael; Lü, Hongbin; Litoiu, Marin

doi:10.1002/9781119042655.ch9

Cited by 3 publications

(4 citation statements)

References 20 publications

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“…This flexibility explains the lower score for the statement regarding leaving work earlier than the allotted time. The high scores for other statements indicate that the current attendance practices are generally satisfactory and align with the theory by Shtern (2015) which states that consistent attendance is essential for influencing work results positively.…”

supporting

confidence: 72%

“…Employee performance as the outcome of work quality and quantity achieved by an employee in accordance with their responsibilities (Shtern, Simmons, Smit, Lu, & Litoiu, 2015); (Weller, Süß, Evanschitzky, & von Wangenheim, 2020). Shtern's model highlights essential performance indicators such as the quantity of work, quality of work, timeliness, attendance, and cooperation.…”

Section: Introductionmentioning

confidence: 99%

“…Improving these facilities is essential to making the staff comfortable during training sessions, which, in turn, enhances their ability to understand the material and improve their performance. Adequate training facilities are crucial for efficient training activities, ensuring that participants fully benefit from the training (Shtern et al, 2015). The current conditions at hotel in Nusa Dua do not yet meet these standards, indicating a need for improvement in this area.…”

mentioning

confidence: 99%

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Enhancing Employee Performance through Strategic Training: A Study of the Food and Beverage Kitchen Department in Five-Star Hotel in Nusa Dua

Kartini,

Adhyatma,

Priliani

2024

JSA

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This study investigates the impact of training on employee performance in the Food and Beverage Kitchen Department of five-star hotels in Nusa Dua. The research aims to bridge the gap between theoretical models of training and their practical implementation within the hospitality sector. A quantitative descriptive methodology was employed, with data collected through online questionnaire. The data were analysed using SPSS version 23, including validity and reliability tests, simple linear regression, and t-tests. The results indicate a significant positive relationship between training and employee performance. The study concludes that effective training programmes are crucial for enhancing employee performance and recommends improving training methods and facilities. Future research could explore the long-term effects of different training types on performance outcomes.

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supporting

confidence: 72%

Section: Introductionmentioning

confidence: 99%

mentioning

confidence: 99%

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Enhancing Employee Performance through Strategic Training: A Study of the Food and Beverage Kitchen Department in Five-Star Hotel in Nusa Dua

Kartini,

Adhyatma,

Priliani

2024

JSA

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“…The definitions of the used constructs according to the literature reviews are as following: Starting with the first construct Performance Appraisal PA, it is defined as "a formal system of review and evaluation of individual or team task performance" (Shtern et al, 2015). Performance Appraisal Purposes PAP is defined as "the most essential purposes of appraisal of performance practices are to aid and assist organizations to reach decisions and conclusions on salary, promotions, recognizing training requirements, conveying feedback and recognition of employee for a job well done" (Thomas, 1994).…”

Section: Conceptual Framework and Research Hypothesesmentioning

confidence: 99%

The effect of performance appraisal on job performance in governmental sector: The mediating role of motivation

Al-Jedaia¹,

Mehrez²

2020

10.5267/j.msl

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The purpose of this paper is to assess the impact of performance appraisal on job performance focusing on the role of Motivation in the governmental sector in Qatar. While many organizations consider performance appraisal (PA) an important tool to measure and evaluate employees' performance, PA can be used as an effective tool to maintain the capabilities and effectiveness of the workforce. In general, PA can be a crucial tool to motivate employees and leverage their job performance and thus can be considered as a competitive advantage over rivals. This paper has identified main factors of PA from the previous pieces of literature and prioritized the most influencing factors affecting PA such as purpose (PAP), criteria (PAC), leadership (PAL), and methods of evaluations (PAE) on employee's motivation as well as their relationships with job performance. Besides, the study sought to fill the literature gap on the performance management field in the context of Qatar for future research. In the course of this study, descriptive research design was adopted in the form of a survey. The survey was distributed, and 294 responses were collected. The conclusion of the finding was that the PAP and PAE had impacts on employee's motivation and job performance, while PAC and PAL did not. In addition, the findings illustrate a positive correlation between employee's motivation and performance. Human Resource managers of organizations may use findings to better support employees' motivation and performance.

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Enhancing Performance Management through Prosocial Behavior

Daryono,

Gunawan,

Gunawan

et al. 2024

E3S Web Conf.

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In this research are conducted to investigated the role of transparency and accuracy as variables that serve to moderate, which in this case mitigates the influence of Prosocial Behavior on Performance Management. In these investigations, there were applied the quantitative approach and located on SMP Negeri Purwokerto. The populations that used in these investigations are the educator or the teacher that taught on SMP Negeri Purwokerto. Where, these investigations are connected to the performance of every educator in teaching where are the total of samples are 277 teachers from 21 schools of junior high school on Purwokerto city. In obtaining the data of this investigations, the researcher is using two ways, which are; (1) observations, the direct observations that done by the researcher are straight used to know the conditions of the teacher; (2) questionnaire, that contained the variables of leadership style, follower matures and teacher performance. The data that obtained by these instruments are analysed by the program of IBM SPSS ver. 26 which are used the descriptive analyses and hypothesis testing. The results are shown on the impact of Prosocial Behavior (X) toward Performance Management are significantly affected with the values 0.0 and under the estimations of significance (0,00) < α (0,05). While, the effect of transparency (Z1) through appraisal bias (Y) towards the performance management are not affected because of the significances values are higher than significance estimation (0,00) > α (0,05). While, the impact of accuracy is directly negative. The education institutes clearly need to improve the aspect of transparency and the accuracy of every educator. Thus, in improvement are directly connected with the impact of prosocial behaviour towards performance employee’s assessment.

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Performance Management and Monitoring

Cited by 3 publications

References 20 publications

Enhancing Employee Performance through Strategic Training: A Study of the Food and Beverage Kitchen Department in Five-Star Hotel in Nusa Dua

Enhancing Employee Performance through Strategic Training: A Study of the Food and Beverage Kitchen Department in Five-Star Hotel in Nusa Dua

The effect of performance appraisal on job performance in governmental sector: The mediating role of motivation

Enhancing Performance Management through Prosocial Behavior

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