Investigating design targets for effective performance management system: an application of balance scorecard using QFD

平衡计分卡 质量功能配置 绩效管理 过程管理 知识管理 计算机科学 过程(计算) 生产线管理 集合(抽象数据类型) 质量(理念) 人力资源管理 绩效考核 功能(生物学) 绩效指标 一致性(知识库) 绩效衡量 风险分析(工程) 业务 运营管理 营销 工程类 新产品开发 操作系统 管理 认识论 生物 程序设计语言 进化生物学 经济 人工智能 哲学
作者
Alpana Agarwal
出处
期刊:Journal of Advances in Management Research [Emerald Publishing Limited]
卷期号:ahead-of-print (ahead-of-print) 被引量:25
标识
DOI:10.1108/jamr-05-2020-0075
摘要

Purpose An effective performance management must track level of employee engagement, ensure employee feedback on all aspects and ensure that the people act on that information. Also, it must ensure accessibility of essential conditions to perform. Considering the challenges associated with existing performance management system, present study attempts to discover factual expectations from the employees. The paper also establishes required conditions for fulfilling such expectations. Design/methodology/approach Present study attempts to discover factual expectations from the employees using the Balance Scorecard approach (BSC). Furthermore, using Quality Function Deployment (QFD), relation between employers' expectation and requirements necessary to fulfill such expectations has also been determined. Findings The suggested model has been developed as House Of Performance Management (HOPM) outlining potential leveraging points for enhancing the performance, based on which immediate actionable measures for effective and efficient performance management can also been advocated. The HOQ suggested in this paper can be source of reference while developing performance management system for an organization. Besides, it can help the Human Resource team to discover strategic opportunities and set targets. Originality/value Effective goal setting, pooled with a method to track progress and identify obstacles, contribute to attainment of bottom to top line results. However, designing and implementing such performance management system has been associated with many challenges like lack of top management support, perception of the process as time-consuming, failure to communicate clear and specific goals and expectations, lack of consistency, etc. (Managing employee performance, 2019). Hence most organizations have been increasingly looking for effective ways of assessing employee performance that can promote stakeholders' satisfaction, employee engagement and continuous improvement.
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