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"Organizational success depends on the continuous improvement of staff performance at al levels. People constitute the real competitive advantage in business and industries of all types. Enhancing the performance of your people and ultimately your organization depends on the continuous improvement of staff at all levels. An effective Performance Management system is essential to help employees perform at their best and align their contributions with the goals, values, and initiatives of the organization. Performance Management presents managers and supervisors with a clear model they can follow to plan, monitor, analyze, and maintain a satisfying process of performance improvement for their staff. Designed for readers to apply what they are learning to their current job responsibilities, this book offers exercises and assessments to determine your readiness to implement performance management. It also illustrates strategies for developing the crucial communication skills of coaching, problem solving, and giving feedback while teaching methods for linking organization and personal goals. By demystifying the role of performance management techniques, Performance Management provides the knowledge and tools to design and implement a workable system that benefits the organization and inspires employees to manage their own performance. This is an ebook version of the AMA Self-Study course. If you want to take the course for credit you need to either purchase a hard copy of the course through amaselfstudy."

"Public organizations are now requested to continually increase its service quality to be able to compete with the private sector which is continually expanding to respond to the environment changes. One of the new paradigm in the management of the public sector is known as the New Public Management (NPM) , in which, according to some research conducted by experts, the Traditional Model of public Administration is no more suitable to the present organizational needs. A lot of work has been done towards the NPM approach , and the one , especially discussed in this writing , is the adoption of the Performance Management System (PMS) as realized by the private sector. This is because the performance measurement at the traditional model does not include the periodical evaluation towards the program as well as the individual. This measurement is also more leaning towards the economic perspective (input oriented) in which the connection between input cost and the goal has not yet been seen. For this purpose, some countries have tried to implement the PMS with some different conclusion. This writing tried to insvestigate whether the the PMS is successful or has failed based on some literature research as conducted by some scholars in this field. On the other hand, problems which are related to the implementation of the PMS and its effect towards the public sector have also been evaluated. At the end of this writing some recommendations have been presented. It is certain that each organization has different characteristics which means that the implementation of the program should be adjusted to the uniqueness of the public sector organization."

"There are a number of performance management models available to help organizations achieve their desired level of performance. This Infoline will help you understand the general concepts behind these different models, identify the organizational domains you wish to improve, and select the right performance management model for your organization."

"Although there has been an increase in Performance Management (PM) literature over the yearsarguing that PM perceptions are likely to be a function of PM process components and contextualfactors, the actual relationship between the contextual factors and employee satisfaction of PMremains little explored. Extending previous research, this study examines relationships betweencontextual factors and employees? PM satisfaction. Derived from the literature, these contextualfactors are motivation and empowerment of employees, role conflict, role ambiguity, perceived organisationalsupport, procedural justice and distributive justice. Seven directional hypotheses aretested accordingly through a series of regression analyses. This article finds that these contextualfactors, with the exception of role conflict, are directly predictive of enhanced employees? PM satisfactionat the Thai state enterprise."