Managerial personnel in public enterprises

Financial Management

Role of Andhra Pradesh state financial corporation

Role of Andhra Pradesh state financial corporation

Zugl.: Bamberg, Universiẗat, Diss., 2007.

Thesis (Ph.D.)--Brown University, 2005. / Vita. Thesis advisor: David N. Weil. Includes bibliographical references (leaves 83-92). Also available online.

This study investigates the relationship (or correlation) between the performance of employees and their remuneration in the United Kindgom (UK) food industry. Within the study, remuneration systems which involve a correlation between the performance of employees and their remuneration are referred to as Performance Related Remuneration (PRR). Since the early 1980's, the use of performance based remuneration within UK organisations has increased to a level never witnessed before. Such remuneration systems have generally been employed as part of a wider management strategy to improve employee and organisational performance. In the companies of the 1990's, it has become `normal' to find part of the total remuneration package tied to individual, group or organisational performance. There are many systems of PRR in use in the 1990's and these include various forms of merit pay, profit related pay, payment by results, commission, profit sharing and employee share ownership plans. This thesis is motivated by the increasing use of performance based remuneration systems and focuses on the use of such systems within one specific industry - the UK food industry. The aim of the thesis is to identify trends relating to the use of PRR within the industry and in particular examine the extent to which PRR is used, why such systems are used, the various systems in operation, and the way in which the various systems are implemented and managed. The first part of the thesis contains a substantive literature review which examines several important aspects of PRR. The remainder of the thesis is concerned with the data gathered on the use of PRR within the UK food industry.

Although much has been written about knowledge management and information systems, there is little empirical evidence of their actual effect on organisational performance and their interrelationship. Aiming at addressing this gap, this thesis investigates the relationships between knowledge management capabilities, information and communication technologies (ICT) capabilities and organizational performance in SMEs. Drawing mainly on the knowledge-based view (KBV) theory, this study suggests that knowledge management capabilities and ICT capabilities are potential sources of competitive advantage and, thus, those firms possessing these capabilities will achieve superior organisational performance. Building upon the KBV and other complementary theories such as the dynamic capabilities and evolutionary theories, a conceptual model is developed, which a range of research questions and hypotheses emerge from. These hypotheses are tested on a sample of 159 manufacturer SMEs within the mechanical engineering sector and located in the UK, using diverse statistical techniques. The results suggest that knowledge management capabilities have a significant and positive impact on innovation, responsiveness and adaptability, while they barely influence results such as success, market share, growth and profitability. On the other hand, both human and technical capabilities regarding ICT have an impact on all types of performance indicators. Interrelationships between knowledge management and ICT capabilities are found, supporting the idea of capabilities complementarity. The level of turbulence which firms undergo has also been found an important influence on innovation, responsiveness and adaptability. Based on these findings, practitioners and policy makers are given advice about which aspects they should focus on, in order to implement knowledge management practices and manage ICT successfully.

Performance improvement is an activity that all organisations must undertake to gain competitive advantage or simplify to maintain parity with the progress of competitors. Such improvement efforts are frequently undertaken in an ad-hoc manner. These are usually ineffective, with projects failing to improve the aspects of the organisation that deliver customer value, and inefficient with resources being wasted. In response to this situation a methodology was developed to aid business processes diagnosis and to design appropriate improvement projects that possess the potential to deliver exceptional improvement. The methodology was designed using time as the key performance metric for analysing business processes and practices. The time-based approach makes the methodology powerful yet simple. The simplicity enable users from within a company to adopt and apply the methodology, a feature that gives the methodology considerable strength. Applications of the methodology in twenty-five organisations found it effective in providing insightful analysis and designing solutions that, when implemented, led to significant performance improvements. The methodology demonstrated a high level of generality, having been applied in organisations as diverse as multinational corporations and Small and Medium sized Enterprises, SMEs, across both manufacturing and service business sectors. Application of the methodology uncovered the need to find better approaches to supply chain modelling and to managing programmes of performance improvement projects. In response, two new techniques were developed and validated. The first was the Time-based Supply Model. This device models the effectiveness of the processes that thread together supply networks using time as the key performance measure. The second was a structured idea-management system for performance improvement projects that uses a stage-gate approach to programme management. Combining this approach with the time-based methodology produced the Performance Improvement Model. This device provides a structure for managing the strategic direction and resource allocation of multiple performance improvement projects.

An assessment into administrative and other forms of supervisory training evaluation in the Omani Civil Service was the direct object of this thesis. As it were, and in less developing countries characterised with acute, even chronic shortage of qualified indigenous labour force as well as other general forms of deformities in the national labour market, the public sector is seen more and more whether properly prepared or otherwise, to be spearheading and undertaking as well as supervising the massive developmental efforts amidst an overall state of resource limitations. Particularly, managerial and supervisory skills. Management and other forms of supervisory training were regarded more often than not as one way out so as to bridge the existing gap in managerial capabilities and to enable the government employees to upgrade their performance and sharpen their skills so as to dwell upon the very challenges posed by massive developmental efforts with the efficiency and effectiveness expected by the public at large as well as by policy makers. The research hence, sought to unveil government administrative and managerial training policies and practices at large so as to capture the full weight and scale of the problem as well as the boundaries of the area of expedition and investigation. Once the policy issues and practices were fully highlighted, a quota sample of government sponsored supervisory and management training in almost every civilian function in the executive branch of the government were evaluated. Training evaluation was duly conducted into some twenty, off-the-job, government sponsored, supervisory courses implemented along an entire calendar year. Those twenty courses were divided into eight programme groups who represented the following: Personnel, Local Government, Finance, Organisation and Methods, Clerical, Hospital Administration, Auditing and finally Social workers. (Now unrestricted)