Management of data system for organisation: Performance management

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ACKNOWLEDGEMENTS

My thanks go out to all who have helped me complete this study and without whom this project may have not been possible. In particular, my gratitude goes out to friends, facilitator and family for extensive and helpful comments on early drafts. I am also deeply indebted to the authors who have shared my interest and preceded me. Their works provided me with a host of information to learn from and build upon, also served as examples to emulate.

DECLARATION

I, (Your name), would like to declare that all contents included in this thesis/dissertation stand for my individual work without any aid, and this thesis/dissertation has not been submitted for any examination at academic as well as professional level previously. It is also representing my very own views and are not associated with anyone.

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TABLE OF CONTENTS

ACKNOWLEDGEMENTSii

DECLARATIONiii

CHAPTER 1: INTRODUCTION1

Background1

Rationale1

Theoretical framework1

Significance of the study2

Aim and objective of the study2

Purpose of the study2

Research questions3

CHAPTER 2: LITERATURE REVIEW4

Performance management (critical review)4

Performance management relationship with success5

Performance data systems7

Effective relation between management system and performance management8

Performance management links9

CHAPTER 3: METHODOLOGY12

Research Design12

Primary methodology12

Rationale for a Quantitative Study12

REFERENCES14

APPENDICES17

Questionnaire17

CHAPTER 1: INTRODUCTION

Background

In most organizations performance of employees is regularly judged, even if only for promotion and placement purposes (Wright 2009, p.25). However, as reviews by Woodwards (2010) have made clear, it is typically difficult to obtain judgments that are really accurate. When such judgments are made as part of a formal program, one set up by management to find out how well or how poorly their employees are doing, then they are typically referred to as performance management data systems (Woodward 2010, p.19).

Rationale

Performance management has become a major component in a business's success, according to forbes.com. It is becoming increasingly significant to mentor and hide employees in such a manner that they can align themselves to the ever-changing job requirements. It enables the sub-ordinates to have a grasp on their career and achieve their targets. It creates trust in the leadership, better productivity and responsibility.

Theoretical framework

Performance indicators have much use in organizations as a means of devising benchmark which organizations can then base their strategy on. However in a case like this where performance indicators are much used in the organizations, it can be hard to develop performance indicators which give us useful information as we are not dealing with a product but are dealing with people who cannot be expected to give the same response to stimuli every time (Wilkinson 2009, 279).

Significance of the study

Improving human performance in an organization is a worthwhile effort to accomplish. The action to improve the performance of individuals and the organization does not lead only to improve productivity. When interpreting such information many factors can affect whether a performance management data system indicator is working or not. When we are dealing with the health of a population, many reasons may come up as to whether a performance management data system indicator is meeting expectations or not.

Aim and objective of the study

The aim and objective of ...