Performance Management aims to develop the employee and ensure that the work which the employee does is in line with organisational goals. However, many managers and employees do not like performance management systems and very often, for this reason, such a system does not succeed in meeting the organisation’s goals. The aim of this study was to determine the perceptions towards the performance management system of pharmacists working in the public sector. A questionnaire was compiled and pharmacists working in all public sector hospitals, provincial and municipal clinics and medical depots were asked to complete the questionnaire. The response rate was 66 percent. Seventy three percent of respondents had never undergone a performance evaluation, 75 percent stated it did not motivate them, 62.5 percent felt it did not improve poor performance, 90.6 percent felt the Performance Appraisal System did not reward good performance sufficiently and 63.6 percent felt it did not help with career progression. Seventy eight percent believed that the Performance Appraisal System did not effectively measure the pharmacists’ performance, and 82 percent felt that the System needed to be developed further. At least four evaluations should have been completed per year, yet 85 percent of respondents had experienced three or fewer evaluations since the System had been introduced. The analysis of the responses indicated that there was great dissatisfaction with the current performance management system. A few of the reasons are that the system in place did not effectively measure the pharmacists performance, that additional work done was not recognised, and that the process was extremely time-consuming. It may be concluded that the government needs to address the current problems being experienced with this system, as at present, it is not meeting the objectives it was intended to meet.

The Performance Management System (PMS) has been introduced in the Republic of South African public service with intentions of planning, monitoring, developing under-performance, rating and rewarding good performance. The study was undertaken as an attempt to investigate the impact of the PMS on employees of the ECPL. The literature review shows that there are challenges facing the institution with regards to implementation of PMS. The findings of the study indicated that the supervisors have no understanding of PMS instead they used it as punishing tool. Other findings of the study showed that there’s a culture within the institution of using PMS as a money making scheme or a 14th checque. To achieve this, a semi- structured questionnaire was issued to employees of the ECPL. The recommendation on the basis of the study is that the compliance issue should be strengthened and disciplinary measures be taken against employees who failed to comply with the provisions of the PMS policy.

Business Intelligence is one of the fastest growing areas of computer science. Corporate Performance Management (CPM) is often referred as next-generation of Business Intelligence (BI). Recently leading vendors of BI and CPM software and applications were primarily engaged in creating products for large enterprises and corporations. However, now they have also started to aim at the segment of SMEs (small and medium enterprises). This thesis analyzes the CPM market in segment of small and medium enterprises. Introductory part deals with my own research. This research was conducted on a sample of firms from SME whose business activities are within the same industry. The research focuses on the expectations and demands from reporting tools and CPM applications. The second half of the chapter is evaluating the information obtained, which will serve in the next section. The second part introduces principles of corporate performance management (CPM), describing the basic functionality that CPM applications cover and showing which added value is offered to companies. Furthermore, this chapter focuses on market analysis and identification of the main vendors of CPM applications for small and medium-sized businesses. The final part of the chapter defines criteria for evaluating CPM tools for reporting. The final part of diploma thesis has a practical character. It describes installation and setting up BI/CPM suite of applications from two chosen vendors and shows possibilities in their tools for creating reports. Finally these reporting tools are compared by predefined criteria from the previous chapter.

The thesis focuses on the analysis of various performance management approaches, generally from the private sector, and their applicability in the public sector. The applied part aims to evaluate the quality of current public sector performance management in Czech Republic, to identify the current challenges and cast some light on possible solutions.

Diploma thesis deals with the implementation of Key Performance Indicators (KPIs) throught the Balanced Scorecard method in IT company. The thesis is divided into theoretical and practical part. The theoretical part focuses on the definition of terms related to the Performance Measurement and the Performance Management. The fourth chapter presents the Balanced Scorecard and its perspectives. The next section deals with the types of indicators and furhter focuses on the KPIs description. The practical part applies the theoretical knowledge gained in previous chapters into practice. The sixth chapter focuses on the analysis of the current position of the company and defines its strategic objectives, KPIs and strategic map. The seventh chapter focueses on the implementation of the solution in graphical form as application in QlikView.

This thesis investigates how the Thai public sector, particularly at the provincial level, makes sense of the performance management system (PMS) aimed at driving forward the improvement in public service and enhancing the sustainability of service quality. The study explores the implications of the PMS implementation after the major civil service reform in 2002. The core aspects of this development include the nation-wide implementation of the PMS, the Provincial CEO scheme, as well as the incentive schemes put force to motivate and enhance such development and improvement. Although there is rich literature on performance management, there is limited in the Thai context, particularly at the provincial level. The empirical study relies on a qualitative approach through intensively exploring five provincial case studies. In-depth, semi-structure interviews have been conducted within the provinces, as well as with executives from central agencies, training and development institutes, and key resource persons who are directly involved in the PMS implementation. The data analysis reveals that a strong commitment of the government at policy level brought in support and coordination among central agencies and has altered attention and resources towards the system implementation. Additionally, the PMS implementation together with the promotion of the Provincial CEO scheme has created new challenges for the Provincial Governors and the provincial administration in which there is shown to be a shift from an administrative approach to a more managerial and participative one. The performance agreement (PA) has played a crucial role in improving and evaluating performance, driving public sector development, and linking performance with the monetary incentive schemes. However, the study also finds a limitation of the PA execution in relation to its linkages with incentive distribution to individuals. Furthermore, several incentive schemes are available for different groups of people and cause misunderstanding and demotivating affects which, in turn, has impacts on the PMS as a whole. The findings of this research provide new evidence on the PMS implications at the provincial level in the Thai public sector in which political policies are cascaded down into real practices and execution. Therefore, the result could be considered as extending the knowledge boundary in the context of public management. Crucially, the research highlights significant implications and specified factors enabling and inhibiting success in the PMS implementation.

M.Phil. / In an interview with Harvard Business review Gary Hamel (Allio, 2009) noted: “Management is the single largest constraint on business performance.” Current management models and practices need to be reviewed because managers do not seem to be able to add significant value to their organisations anymore. In 2007 the Hay group conducted a study and showed that middle managers in the United Kingdom cost the economy approximately £220 billion per annum (Paton, 2007). According to a Towers Perrin Global Workforce study (2007) it showed overall employee engagement in organisations across the world was 21% whilst disengaged employees was 38%. The Towers study further showed that managers are playing an enormous role in the statistics above. The present study focuses on the concept of creating a management value chain for management, to ensure consistent application of enabling management practices in order to contribute to the improvement of employee engagement and ultimately organisational performance.

M.Com. (Business Management) / Please refer to full text to view abstract

This Diploma thesis discusses planning processes in a company LASSELSBERGER, s.r.o. and is divided into two main parts -- theoretical and practical. The core of the theoretical part is to describe basic principles of Business Intelligence, explain rules of planning, budgeting and source defining and clarify principles of performance measuring. The main goal of the practical part is to define and describe planning processes of company LASSELSBERGER, s.r.o., determine connections to information system, find their weaknesses and suggest particular changes leading to their elimination. In conclusion the suggestions of changes are evaluated and there is a recommendation for their integration into the whole planning process. The goals of the thesis were achieved by research of specialized literature, study of corresponding documentation and cooperation with employees of the company. The thesis is contributing to the company by means of detecting weaknesses in planning process and therefore the company is able to reduce them in accordance to the recommendations at the end of this thesis.

Employee engagement is trending as major concern among business globally as business look for innovative ways to be sustainable and remain competitive. Identifying and investigating the various work contexts that influence employee commitment and retention is a priority that directly impacts business bottom line. In the context of employee engagement, the exploratory research study investigates the barriers to employee engagement and in what way performance management systems can be leveraged to motivate enhance employee engagement. The study was conducted in Gauteng with senior management and Human Resource experts from the largest four banks in South Africa. Data for the study was gathered through eighteen semi-structured interviews conducted by the researcher and all interviews were recorded on audio disc. The subjects of the study were selected using a non-probability purposive sampling technique. The results suggest that business acknowledge employee engagement as a key component of business strategy and performance management systems is a critical organisational process, which may be used tap into the discretionary efforts of employees. The results reveal that the barriers to performance management are shared with employee engagement, and when these are conquered, employee engagement improves. The results recommend that to improve employee engagement the right leaders must be selected and trained and the environment must be one of trust, accountability and transparency. The results reveal that leaders must set out clear expectations to drive performance management and employee engagement to actively influence employees to participate and engage. / Dissertation(MBA)--University of Pretoria, 2014. / zkgibs2015 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted