Session
Management Business and Economy
Description
There has been a growing shift towards modern performance management systems from traditional ones. However, there is limited empirical evidence comparing the effectiveness of traditional and modern performance management systems. Therefore, this study aims to evaluate and compare the role of traditional and modern performance management systems. An interview survey was conducted among 10 employees in organizations that utilized both types of systems. The findings suggest that conventional performance management focuses on providing incentives, promotions, and punishment rather than encouraging and supporting employees, and this affects the employees' ability to receive continuous feedback. Also, this method brings down morale and causes a loss of self-confidence among employees. However, modern performance management systems allow effective communication regarding specific goals during task management. Also, continuous feedback, goal setting, and OKRs in modern performance management systems prove to be effective strategies for enhancing the shared goals of workers and organizations. Furthermore, the study identifies additional strategies, such as training and development programs, Management by Objectives, and performance conversation systems, as contributors to enhanced employee performance and job satisfaction. This research underscores the need for organizations to reassess their performance management approaches in light of evolving organizational dynamics and employee expectations.
Keywords:
Disinformation, social media, consumer behavior, brands, influence.
Proceedings Editor
Edmond Hajrizi
ISBN
978-9951-982-15-3
Location
UBT Kampus, Lipjan
Start Date
25-10-2024 9:00 AM
End Date
27-10-2024 6:00 PM
DOI
10.3107/ubt-ic.2024.18
Recommended Citation
Govori, Arbiana and Sejdija, Qemajl, "A Comparative Analysis of the effectiveness of traditional versus modern performance management systems in enhancing employee performance and job satisfaction." (2024). UBT International Conference. 18.
https://knowledgecenter.ubt-uni.net/conference/2024UBTIC/MBE/18
Included in
A Comparative Analysis of the effectiveness of traditional versus modern performance management systems in enhancing employee performance and job satisfaction.
UBT Kampus, Lipjan
There has been a growing shift towards modern performance management systems from traditional ones. However, there is limited empirical evidence comparing the effectiveness of traditional and modern performance management systems. Therefore, this study aims to evaluate and compare the role of traditional and modern performance management systems. An interview survey was conducted among 10 employees in organizations that utilized both types of systems. The findings suggest that conventional performance management focuses on providing incentives, promotions, and punishment rather than encouraging and supporting employees, and this affects the employees' ability to receive continuous feedback. Also, this method brings down morale and causes a loss of self-confidence among employees. However, modern performance management systems allow effective communication regarding specific goals during task management. Also, continuous feedback, goal setting, and OKRs in modern performance management systems prove to be effective strategies for enhancing the shared goals of workers and organizations. Furthermore, the study identifies additional strategies, such as training and development programs, Management by Objectives, and performance conversation systems, as contributors to enhanced employee performance and job satisfaction. This research underscores the need for organizations to reassess their performance management approaches in light of evolving organizational dynamics and employee expectations.