Impact of Performance Management on Employee Performance in Developing Country: A Case Study of Duch-Bangla Bank, Bangladesh
Table of Contents
1.1 Research Background.
1.2 Research rationale.
1.3 Aims and objectives of the study.
1.4 Research Questions.
1.5 Significance of the study.
2.0 Literature Review..
2.2 Performance Management
2.3 Employee Performance.
2.4 Impact of performance management on employee performance.
2.5 Conceptual framework.
2.6 Literature gaps.
3.2 Research approach.
3.3 Research design.
3.4 Research methods.
3.5 Data sources.
3.6 Research instruments.
3.7 Sampling methods.
3.8 Data analysis.
3.9 Research reliability and validity.
3.10 Research ethics.
3.11 Research timetable.
1.1 Research Background
According to Bacal (2015), performance management is a procedure of making the work environment in that people are permitted to perform their best. Hall and Luecke (2016) said that performance management is an integrated as well as a strategic method to develop the performance of both employees and organizations by improving employees’ performance in the business organizations. Employee performance is the assessment of the efficiency of a worker. In addition, performance may be assessed by the employees’ output at a specific time (Bretz and Milkovich, 2017). On the other hand, the success of a business organization mainly depends on the performance of the employees. Thus, the performance of the employee is a very significant factor for any type of business organization. Furthermore, performance means how the business production is. Managers of the organizations are provided better wages to inspire their employees to accomplish the goals of the business organizations. Kundula (2016) disclosed that most business organizations face difficulties about how they can manage the performance of the employees. However, performance management needs to be evaluated in the particular setting and also taken into consideration how the individuals in particular organizations are inspired (Lebas, 2015).
In the context of Bangladesh, research shows that most organizations fail to practice performance management effectively. This is because performance management in most of the organizations of Bangladesh is not sufficiently appreciated and well understands (Chowdhury, 2016). The current performance management in most of the organizations in Bangladesh is predominantly old style and highly hierarchical and bureaucratic system with inadequate management expertise. Lack of technical capacity and transparency also reduces the effectiveness of performance management systems in organizations of Bangladesh (Alom et al., 2017). Therefore, this proposed study aims to analyze the effectiveness of performance management practices in the context of Bangladesh.
1.2 Research rationale
As Armstrong (2015) notes, performance management includes all the business activities which ensure that objectives of the business organization are continuously being achieved in an effective way. As Cook (2015) notes, performance management is usually evaluated as a way to manage the performance of the employees. Edmonstone (2016) stated that performance management technique helps the business organizations to support the employees to work effectively in line with organization’s needs. According to Buckley and Wiese (2014), business organizations must reconsider how they employ, reward and also train the employees. On the other hand, employees are the significant factors for each business organization and employees are served as the major management strategies (Jabeen, 2015). Business organizations always try to motivate increase and develop their employees’ performance through several HR applications. Therefore, performance management is a significant step in the HRM system of business organizations to evaluate employee performance. As Parry (2016) notes, business organizations should define performance management strategies to identify, measure, encourage, evaluate, and improve the performance of their employees at the workplace. Finally, performance management plays a significant role to help business organizations to achieve their business performance.
However, Jabeen (2015) said organizations in developing countries are facing several issues in the practices of the performance management systems to improve employee performance in a business organization. A study by Luthans and Stajkovic (2018) disclosed that associating the employee rewards with their performance leads to assurance the employees in the evaluation system. Gungor (2015) said that discriminating evaluation of the employee performance creates them insecure to lead to the development of bad relation between business organization and the employees. According to Mone and London (2016), feedback on performance should be timely and fair to highlight the progress of the employees to carry out the responsibilities. Most importantly, in the case of Bangladesh, organizations are facing a predominantly old style and highly hierarchical and bureaucratic system with inadequate management expertise, and a lack of technical capacity and transparency in their performance management system. Therefore, it is now an issue for organizations in Bangladesh to analyzes how performance management affects employee performance in the businesses of developing countries.
1.3 Aims and objectives of the study
The key aim of this study is to assess the impact of performance management systems on employee performance in the business of developing countries, and then the study aims to provide recommendations for the businesses.
- To understand the importance of performance management in the business of developing countries
- To analyze the importance of employee performance to meet organizational goals
- To analyze the impact of performance management systems on employee performance in the business of developing countries
- To provide recommendations for the business of developing countries including Bangladesh to improve their performance management system to increase staff performance.
1.4 Research Questions
- What are the limitations and challenges of performance management systems used by businesses in developing countries including Bangladesh?
- Why is employee performance essential to meet organizational goals?
- How does a performance management system impact employee performance in the business of developing countries?
- How the business of developing countries can improve their performance management system to increase staff performance?
1.5 Significance of the study
This proposed research’s findings will be very effective to the planners, management and other social institutions to forecast the organizational development by ensuring the performance management systems for the organization’s success. This proposed study will help management to know properly how to apply several systems of performance management to boost employees’ performance. In addition, this proposed study’s findings may serve as the infuriating resource which can inspire the curiosity of the researchers to conduct the research properly in the performance management area to improve employee performance.
2.0 Literature Review
In the literature review chapter, the researcher analyzed literature related to the research topic by focusing on several sources. Literature review of this proposed study will analyze to allow the understanding of the impact of performance management systems on the employee performance…………………….