ICTACT Journal on Management Studies

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

An Economic Efficiency Process To Enhance The Organizational Growth Based On Employee Performance Management


Affiliations
1 Department of Master of Business Administration, Dr. N.G.P Institute of Technology, India
     

   Subscribe/Renew Journal


The performance of office staff should be evaluated to maximize the performance of companies. The article provides a set of approaches to the definition of indicators of economic and social performance. It provides tools for identifying employee activities and the characteristics of these tools and discussing their application in the study of the performance of the company’s employee management process. Currently, there is a growing need to consider existing methodological approaches and methods for evaluating the performance of employee management in general, based on the introduction of development staff and evaluation, in particular, quantitative indicators. In this paper, the performance as a characteristic of the course of a particular process and expresses its “economic, social, environmental and other extent to which it achieves a function or goal”. As can be seen from this definition, the “performance” type can be created from the “target” content of a particular process.

Keywords

Effect, Performance, Process, Organization, Personnel Management, Evaluation Tools
Subscription Login to verify subscription
User
Notifications
Font Size

  • I.G.N. Satria Wijaya and M. Yudi Arista, “The Impact between the Use of Information Technology, User Ability on User Motivation and Employee Performance in the Koperasi Kuta Mimba”, Proceedings of International Conference on Cybernetics and Intelligent System, pp. 2328, 2019.

  • S. George, M.K. Al Jaber, M.J. Salem and A.J. AlSaad, “The Impact of Management by Objectives on Employee Behaviour and Performance”, Proceedings of International Conference on Decision Aid Sciences and Application, pp.176-181, 2021.

  • O.A. Randle, A. Coleman and R. Kekwaletswe, “Empirical Investigation on the Influence of Organizational Systems Mechanisms (OSM) on Employees Motivation to Effectively use Human Resource Information Systems: A Case of South African Universities”, Proceedings of International Conference on Advances in Computing, Communications and Informatics, pp. 1745-1750, 2017.

  • Zhang Jiandong and Hou Min, “The Research on IT Employee Engagement”, Proceedings of International Conference on Computer- Aided Industrial Design Conceptual Design, pp. 2004-2007, 2009.

  • S.T. Surulivel, R. Alamelu and S. Selvabaskar, “A Study on Work-Place Stress and its Management - A Structural Equation Model (SEM) Approach”, Proceedings of International Conference on Science Engineering and Management Research, pp. 1-5, 2014.

  • Z. Hui, Z. Xiang and J.I. Han, “Employee Engagement and Personal Performance in Hotel Service Industry of China”, Proceedings of International Conference on Service Systems and Service Management, pp. 710-715, 2009.

  • S.A. Ansari, “Gender Difference: Work and Family Conflicts and Family - Work Conflicts”, Pakistan Business Review, Vol. 13, No. 2, pp 315-331, 2011.

  • P. Agarwal, “A Study of Work - Life Balance with Special Reference to Indian Call Center Employees”, International Journal of Engineering and Management Research, Vol. 4, No. 1, pp 157-164, 2014.

  • S. Parasuraman and C.A. Simmers, “Type of Employment, Work-Family Conflict and Well-Being: A Comparative Study”, Journal of Organizational Behavior, Vol. 22, Np. 5, pp. 551-568, 2001.

  • G. Kinman and F. Jones, “A Life Beyond Work? Job Demands, Work-Life balance, and Wellbeing in UK Academics”, Journal of Human in the Social Environment, Vol. 17, No. 1-2, pp. 41-60, 2008.

  • Y. Xue and D. Qu, “Effective Ways and Key Issues of EAP Application in Hotel Staff”, Proceedings of International Conference on Management and Service Science, pp. 1-3.2011.

  • Sumita Rai, “Motivational Theories and Incentives Approaches”, IIBM Management Review, Vol. 4, No. 2, pp.1-15, 2004.

  • S. Ramlall, “A Review of Employee Motivation Theories and their Implications for Employee Retention within Organizations”, Journal of American Academy of Business, Vol. 5, No. 1-2, pp. 52-63, 2004.

  • S.P. Robbins and T. Judge, “Assessing the Effects of Job Satisfaction and Psychological Contract on Organizational Commitment among Employees in Malaysian SMEs”, Proceedings of International Conference on Global Economy, pp. 1-9, 2007.

  • T. Simons and C. Enz, “Motivating Hotel Employees”, Cornell Hotel and Restaurant Administration Quarterly,Vol. 36, No. 1, pp. 20-27, 1995.

  • A. Tella, C.O. Ayeni and S.O. Popoola, “Work Motivation, Job Satisfaction, and Organizational Commitment of Library Personnel in Academic and Research Libraries in Oyo State Nigeria”, Library Philosophy and Practice, Vol. 9, No. 2, pp. 13-19, 2007.

  • U.S. Reddy, A.V. Thota and A. Dharun, “Machine Learning Techniques for Stress Prediction in Working Employees”, Proceedings of IEEE International Conference on Computational Intelligence and Computing Research, pp. 1-4, 2018.

  • D.H. Rao and D.G. Kulkarni, “NLP for Stress Mitigation in Employees”, Proceedings of International Conference on Education and Management Technology, pp. 600-603. 2010.


Abstract Views: 289

PDF Views: 0




  • An Economic Efficiency Process To Enhance The Organizational Growth Based On Employee Performance Management

Abstract Views: 289  |  PDF Views: 0

Authors

S Nawin
Department of Master of Business Administration, Dr. N.G.P Institute of Technology, India

Abstract


The performance of office staff should be evaluated to maximize the performance of companies. The article provides a set of approaches to the definition of indicators of economic and social performance. It provides tools for identifying employee activities and the characteristics of these tools and discussing their application in the study of the performance of the company’s employee management process. Currently, there is a growing need to consider existing methodological approaches and methods for evaluating the performance of employee management in general, based on the introduction of development staff and evaluation, in particular, quantitative indicators. In this paper, the performance as a characteristic of the course of a particular process and expresses its “economic, social, environmental and other extent to which it achieves a function or goal”. As can be seen from this definition, the “performance” type can be created from the “target” content of a particular process.

Keywords


Effect, Performance, Process, Organization, Personnel Management, Evaluation Tools

References