En el presente trabajo de investigación, se desarrolla un sistema de gestión y evaluación del desempeño para la Unidad de Negocio de Transporte y Minería de Agunsa Perú. Dicha herramienta está compuesta de las siguientes dimensiones: competencias organizacionales y del puesto, objetivos del puesto que contribuyen a las metas organizacionales y los factores de contribución para el cumplimiento de objetivos grupales como aporte innovador. Para lograr el diseño del sistema de gestión y evaluación del desempeño, se realizaron entrevistas basadas en tres ejes fundamentales: la gestión del desempeño, la evaluación del desempeño y productividad, y la evaluación del desempeño en el futuro. Estas entrevistas estuvieron dirigidas a gerentes y jefes de recursos humanos y de áreas de negocio de diferentes sectores como industria, transporte y servicios. Se ha considerado importante la participación de estos últimos actores para obtener información relevante y objetiva sobre las etapas, dimensiones, alcance y periodicidad de la evaluación del desempeño. Asimismo, se ha obtenido la opinión experta de todos los entrevistados en relación con el impacto que genera en la productividad el implementar un sistema de gestión y evaluación del desempeño en las organizaciones. Finalmente, la investigación permitió comprobar, a partir de la opinión experta de los entrevistados, que el implementar un sistema de gestión y evaluación del desempeño en la Unidad de Negocio de Transporte y Minería de Agunsa Perú impactará positivamente en la productividad de sus colaboradores. / This research work develops a performance evaluation tool for the Transport and Mining Business Unit of the company Agunsa Peru. The tool is composed of the following dimensions: organizational and job competencies, job objectives that contribute to the organizational goals and the contribution factors for the fulfillment of group objectives, as an innovative contribution. To achieve the design of this performance management and evaluation system, interviews were conducted based on three fundamental axes: performance management, performance and productivity evaluation; and evaluation of future performance. These interviews were aimed at managers and heads of human resources and business areas from different sectors such as industry, transport and services, we have considered important the participation of these last actors in order to have relevant and objective information on the stages, dimensions, scope and periodicity of performance evaluation. Likewise, we have obtained the expert opinion of all the interviewees in relation to the impact that the implementation of performance management and evaluation system in organizations generates on productivity. Finally, the research allowed us to verify, from the expert opinion of the interviewees, that implementing a performance evaluation tool in the Transport and Mining Business Unit of the company Agunsa Peru will positively impact the productivity of its employees. / Trabajo de investigación

With the increasing use of mobile technologies in modern organisations, managers are facing the dilemma of having to manage the performance of individuals who are removed from their direct sphere of control, while using performance management principles that have not necessarily been adapted to accommodate this. The study investigated, analysed and described the management and measurement of the performance of these virtual knowledge workers from the perspective of the manager, with the aim of proposing a new conceptual framework to assist managers in this task. In addition, the study identified the organisational context and individual contribution required to support such a framework. The study used a constructivist grounded theory framework, with the aim of building theory through an inductive approach rather than testing existing theory. An embedded, multiple-case study research design was used to execute the study, comprising five companies in the Information and Communications Technology and related sectors in South Africa. Quantitative and qualitative data were collected at the organisational, team and individual levels. In total, 39 interviews were qualitatively analysed using content analysis aided by ATLAS.ti. The 163 questionnaires were quantitatively analysed using descriptive statistical methods. Thereafter, within-case and cross-case analyses were performed to extract themes and to propose a conceptual framework for the enablement of the performance of virtual knowledge workers. The research uncovered four key findings. The first finding was that the concept of "virtual" in the term virtual worker is often misunderstood, and that the definition should be applied on a continuum of virtuality, leading to the concept of perceived and true virtuality. The second finding was that true virtuality influences how performance is perceived, and how deliverables and metrics contribute to perceived, actual and true performance. The third finding was that parameters affecting virtual performance include organisational, contextual, and customer factors, as well as the managerial approach itself. The manager needs to become the mediator for these parameters, thereby fulfilling the role of enabler of virtual performance. The fourth finding was that the visual or face-to-face element still remains important when managing the performance of virtual knowledge workers. The study makes a significant contribution on a theoretical level by extending existing theoretical models regarding virtual distance and the management of dispersed teams into a much more comprehensive model. This concentric performance enablement model for virtual knowledge workers shows how the manager acts as enabler for the true performance of the virtual knowledge workers. On a methodological level, the research demonstrates how an embedded, multiple-case study, executed on three levels of analysis, and based on a grounded theory approach, can be executed to develop theoretical insights into the complex phenomenon of enabling the performance of virtual knowledge workers; and lastly the study has also made a contribution on the level of practice, by giving managers a conceptual framework and practical recommendations on how to manage and enable the performance of virtual knowledge workers. / Thesis (PhD)--University of Pretoria, 2012. / Human Resource Management / unrestricted

D. Tech (Department of Human Resource Management, Faculty of Management Sciences), Vaal University of Technology. / The expectation by South Africans is that the public sector must contribute positively to the economy. However, the general perception is that the public sector is failing to fulfil its mandate due to systemic problems in the entire public sector. Its supply chain in South Africa is both volatile and imperfect. This is demonstrated by the level of service delivery protests, which emanate from the feeling that the public is not receiving the quantity or quality service that they need. This study aimed to assess the relationship between supply chain risks, supply chain flexibility and supply chain performance in the South African public sector. A conceptual framework was developed, which included six supply chain risk factors, namely, government policies, supply complexity, availability of skills, supplier performance monitoring, information security and process efficiency, which feed into supply chain flexibility, which in turn leads to supply chain performance. Seven hypotheses underlying these relationships were put forward for testing. A quantitative approach using the cross-sectional survey design was adopted in which a questionnaire was distributed to 306 conveniently selected supply chain professionals who were based in Gauteng province. Items used in the survey questionnaire were adapted from previously validated scales. A confirmatory factor analysis was conducted to test the psychometric properties of the measurement instrument. Descriptive statistics were used to analyse the perceptions of respondents towards the factors under consideration in the study. Hypotheses were tested using the structural equation modelling approach. The results of the study show that the threat from supply chain risks in the South African public sector remains high, and that flexibility and performance of the supply chain remains unsatisfactory. Hypotheses tests showed that all six supply chain risks significantly predicted supply chain performance. While the other supply chain risks were positively related to supply chain flexibility, the relationship between the flexibility and supply complexity was negative. Amongst the supply chain risks considered in this study, availability of skills emerged as the strongest predictor of supply chain flexibility. The study further showed that supply chain flexibility significantly and positively predicts supply chain performance. Theoretically, the study provides a specific conceptualization of the relationship between supply chain risks, supply chain flexibility and supply chain performance within the South African public sector, where no such study has been conducted before. Practically, it provides information to supply chain professionals in the South African public sector regarding the improvement of supply chain performance. The study underscores that the performance public supply chain in South Africa can be improved by managing the six risks considered in this study, and their contribution to supply chain flexibility.

The Thesis deals with the quality management methods based on Total Quality Management principles and their use in Czech public administration practice. It tries to answer questions about the quality management methods and tools which are used in the practice of the public administration. The main questions are: What is the current status of quality management, what is its essence and what factors it influences. Because the quality management methods are based on the business process management the Thesis also deals with this concept and its application to the public administration practice.

Bakground: Performance management has, for a long time, been a part of the public administration in Sweden. Arguments such as more transparency and efficiency has guided the implementation of this model, particularly at the beginning of the 21st century. One particular part of the performance management-model is the production of annual performance reports from government agencies. The framework stipulating the rules for producing such reports is broadly defined and vague with the purpose to promote local adaption for each agency. The theory of organizational translation stipulates that no idea can move from one context to another without adapting in some way to the new context.  Aim: With guidance from translation theory this master thesis aims to explore why government agencies’ annual reports differ from one another and why performance is disclosed in different ways. Both translation theory and boundary objects-theory where used to explore the difference in producing annual reports.  Method: This thesis uses semi-structured interviews with public officials in four different agencies and annual reports for 2019 from the same agencies to gather empirical material for the study. The empirical material where analyzed by using a narrative analysis to break down the annual reports as stories told by the government agencies.  Conclusion: This study shows how result as a concept has been institutionalized in the writing of annual reports but been given different meaning in comparison between the selected agencies. Further, the study identified two examples of how result as a concept can be re-contextualized to a local context of particular agencies. This study also found that key actors in the production of annual reports, the process managers, act as institutional translators for the organizations, as in translating the institutional requirements and expectations. Finally, the concept of results also can be given different meanings between public organization as well as within such organizations.

In light of all the criticisms of performance appraisal/management, this symposium presents 4 new studies that begin to reveal when performance ratings are most valuable and where research on the effectiveness of performance management needs to go in order to best inform practice.

In the information age, KPIs (Key Performance Indicators) are commonly used for business performance measurement in organizations; however there’s no single best way about how to implement KPIs, which means that a company can select any arbitrary suitable KPIs. The thesis will do research and investigations based on existing academic theory and a case study in an international logistic company. The research was aiming at helping organizations to develop and implement successful KPIs that are effective, complete, and aligned with their business strategy and which conforms to scientific theories for how KPIs can be implemented. I designed a framework which was combined with the critical factors of successful KPIs in the scientific theories, the framework was designed for helping companies diagnosing and improving the effectiveness, completeness and alignment of their KPIs. . The aim was fulfilled by successfully testing the proposed framework in a case study. The result from the case study shows that there was a gap between how the KPIs are used and the scientific theories of how they should be used. However the framework need to be further tested in future research for a general usefulness.

The dissertation deals with the issue of guest workers in the home with special regime. The work consists of a theoretical and practical part. The theoretical part deals with human resource management, as described in the literature. The essential question is to link a system of evaluation in the Organization, with the achievement of mission and objectives of the organization. The work focuses on the links between performance management and evaluation of staff. Further focuses on the evaluation criteria, the various forms and the methods of evaluation, and also on the assumptions and the skills of the evaluator, but also the assumptions of investigational agents, their ability to reflect on their work and the ability of self assessment. In the practical part of the thesis I introduce the organization, in which it is carried out of the investigation. In the framework of this investigation is carried out the analysis of the system of evaluation in the organization, whose aim was to find out what is the current status of the system of evaluation of employees in the organization and identify options for further development and to propose possible changes that will lead to the development of both the workers and the entire organization. On the basis of these outputs is designed the new methodology to...

Thesis (MPAM.) -- University of Limpopo, 2021 / Training and development plays a critical role in ensuring that employees perform better in their daily duties and most of the organizations view training and development as a waste of time and resources. Training and development plays a key role in motivating and inspiring employees in an organization. The study is aimed at analyzing the effect of training and development on the performance of employees in the Limpopo Gambling Board. The study also aimed at investigating whether training and development can promote the performance of the employees in the board. The information was obtained using mainly a questionnaire survey which was circulated to employees in the board. A total of 33 completed questionnaires were received back from the respondents. Additionally, a face-to-face semi structured interview was conducted with the Manager: Human Resources in the board. Data collected was analysed using STATA. The results from the study show that there is no training and development policy in the board. The further reveals that the majority of the respondents at 76.92% are able to implement the knowledge gained during training in their daily duties. This is a clear indication that training and development has a positive effect on the performance on the employees in the board. The study also indicated that employees are not given equal opportunity to attend training and development programmes in the board and this is supported by the majority of respondents at 84.62% who tend to believe that employees are not provided with equal opportunity to attend training and development in the board. The majority of respondents and Manager Humana Resources highlighted budget constraints as the major problem with regard to training and development of employees in the board and therefore there is a need for the board to provide adequate funds to training and development of employees.

Purpose – Motivated by the increasing role of information technology (IT) in today’s organizations, the purpose of this paper is to examine the relationships between business and IT executives in order to improve the organizational performance of the different aspects of IT technology and related systems. In the process, special attention is given to drivers which facilitate the cooperation between the parties involved. Design/methodology/approach – This survey-based research utilizes structural equation modeling methodology to uncover the relevant variables pertaining to the promotion of a positive social and strategic context needed to increase the effectiveness of organizational IT facets. Findings – The effectiveness of IT in modern organizations is contingent on a social alignment, business – IT alignment, strategic consistency, and common vision among the people who manage the IT function and those who need the organization. Research limitations/implications – This study is based on a sample of Portuguese manufacturing organizations. Therefore, findings and conclusions should be interpreted accordingly. In this context, future research in other organizational cultural settings is called for in order to refine and validate the results of this study. Practical implications – The role of establishing an organizational culture which stresses the common goal and mutual trust and cooperation in creating effective IT organizational utilization is underscored. As such, business executives are encouraged to exercise their leadership skills in order to create an organizational strategy which aligns IT capabilities and investments with the competitive strategy of the organization. In this context, creating an organizational culture which promotes business – IT alignment in a healthy social context is necessary. Originality/value – The issues and concerns addressed in this study should bridge the gap between business and IT executives. In the process, this study facilitates and encourages the effective utilization of the different facets of IT technology as they better serve the people of the organization. This advances the cost and practice of the strategic organizational role of IT investments.