Rethinking utility analysis: a strategic focus

Utility analysis is a technique which allows for the estimation of the financial impact of human resource (HR) interventions. While utility analysis methods have been available for decades, their application is still not widespread. Some argue that this is because managers do not understand the techniques and suggest that allowing managers to participate in the analysis would increase understanding and, as a results, use and acceptance of utility analysis. The current work posits that translating the value of HR interventions into financial terms may not be necessary. It may be more useful to determine the direct impact of HR programs on employee behaviors and attitudes. The impact of these changes on the bottom line may then be determined. Building upon the recently proposed multi-attribute utility analysis and the strategic perspective offered by the Balanced Scorecard, this paper presents a strategic utility analysis method. Strategic utility analysis requires that multiple outcomes, not only financial, be considered in order to determine the utility of a given HR intervention. It further stipulates that these outcomes should come directly from the company's business strategy. The strategy should imply certain organizational capabilities and strategic utility analysis should measure the contribution of HR interventions towards building these specific capabilities

Optimizing of the Balanced Scorecard method for management of mining companies with the use of factor analysis

The managers of information age companies cannot rely merely on data derived from past activities of the company and focus on improving existing processes. They need a frame for measuring values that result from strategic goals of the company, a tool, which is focusing on obtaining information about company's current success, as well as finding new driving forces to ensure the future competitiveness of the company. Strategic business performance measurement system the Balanced Scorecard (BSC) is a suitable tool for improving the competitiveness of industrial companies. During its implementation, however, there is a conflict of perception of the importance of individual goals and measurable characteristics in partial perspectives of the BSC and its actual enforcement of the various strategic objectives in companies. The aim of this article is to verify the accuracy of BSC settings in an environment of selected companies in the Moravian-Silesian region with the emphasis placed on mining companies with the help of multidimensional statistics - factor analysis. The research took place in 2015 in cooperation with managers from the Moravian-Silesian Region (MSR), and it was divided into two kinds of research - quantitative and qualitative.Web of Science22444743

Performance Measurementof Xyz Government Institution's Contracts Workers Using Personal Balanced Scorecard Method

Implementation of good governance of bureaucracy system of Surabaya City Government, one of them with developed performance-based salary program ( e-performance ) dedicated specially to Civil Servant. But in reality agencies in Surabaya do not have the full use of civil servants as their human resources, thus involving contractors as supporters of government performance processes. The purpose of this study is to determine key performance indicators(KPI) and strategic objectives in XYZ Institution, determine the importance of each KPI criterion, to understand the performance of each contractor at XYZ Government Agency and provide improvement recommendations from the current employee performance. The unit of analysis of this research is carried out at the General Section in the Sub Division of Administration with the administrative position as the administrative contractor. The design of this study used a survey with questionnaire data collection techniques and questionnaires. The method used is personal balanced scorecard by formulating strategic targets and KPI by stakeholders from XYZ Agency. Weighting method using Analytic Network Process method(ANP). From the research results obtained: the formulation of KPI and Strategy Target has been formed with the highest level of KPI weight is KPI Total Late (0.1532). Total performance of the best contractor performance is Mr. C (6.253) while the smallest total performance achievement is obtained Mr. K ie (3.346). Recommendations include: Provide rewards, provide coaching, conduct regular control and evaluation systems, provide socialization and provide slogans in the corner of the room on performance improvement

Investigating the factors affecting information systems evaluation within sustainable environments

Copyright @ 2013 EMCIS.Currently, organizations and stakeholders are more concerned with environmental issues, thus the role of information systems (IS) and information technologies (IT) within organizations towards ecological being sustainability has changed. Environmental or Green initiatives is realized as having credibly to assist in shifting to a sustainable society. Furthermore, the elements within IS/IT evaluation including costs, benefits and risks within organizations associated with IS evaluation and sustainability are taken into account in terms of the challenges concerning green practices (Green IS/IT) leading the organizations to attempt to diminish the impact of their IS/IT operations towards the environments socially and ethically, which indirectly assist them in achieving competitive advantages competitors through adopting and implementing environmental sustainability practices. In addition, government sectors are taking a step closer in order to create awareness and incorporate green into all components of the business functions. Practitioners and scholars are motivating to use the existing frameworks and models to evaluate IS/IT initiatives with sustainability taken into perspectives. Consequently, the purpose of this paper is to critically review the normative literature associated with IS evaluation within sustainable environments and to develop a conceptual framework or model for IS evaluation within sustainable organizations that measures the impact of environmental sustainability factors and highlight a number of research gaps that need to be addressed in future research

Can equity be included in a performance evaluation system? Some evidences from the tuscan health care system

Objectives. Can Equity be included in a performance evaluation system? In Italy, the Tuscan Region has tested and now is adopting an integrated model for performance measurement to which the regional administration, the local health authorities, and other stakeholders may refer either in terms of indicators and shared responsibilities. Thoughout this performance evaluation system it is now possible to measure also the capacity to persue equity at a regional and local level. Methods. In 2005 aspects as equity and access to services, that, in a public system, are very relevant and characterize the political strategy, were included in the performance evaluation system to evaluate the action carried out by the local health authorities, i.e. the operative actors of the system. This was achieved identifing equity measures and including them in an essential number of indicators, classified in six dimensions and represented in diagram targets. Results. This comprehensive performance evaluation system helped managers and the regional healthcare system as a whole to learn and to consider equity not only as a political issue but as a management goal. Conclusions. This system, used continuously and systematically at a regional level, is now a public policy tool and supports the Local Health Authorities in keeping equity in their management goals.Performance, Evaluation, Balanced Scorecard, Equity, Health Service Access, Health Targets.

Strategic management, competitive advantage and the balanced scorecard in the New Zealand kiwifruit industry : a co-operative group case study : a thesis presented in partial fulfilment of the requirements for the degree of Master of Applied Science in Agribusiness at Massey University

Kiwifruit is New Zealand's biggest horticultural industry. The industry, which is lead by Zespri Group Limited, the statutory monopoly for the country's kiwifruit export, is the second most important producer of kiwifruit in the world. In a relative stable world kiwifruit industry, New Zealand has enjoyed buoyant returns in the last seasons. However, it is starting to feel the pressures for consolidation and globalisation, as well as other opportunities and threats. This situation is forcing kiwifruit service providers to plan strategically for the future and change. In this context, Satara Co-operative Group Limited came to life in June 2002, as one of the biggest post harvest operators in the industry, controlling 16.5% and 10% of kiwifruit and avocado volumes, respectively. However, although the hybrid cooperative started after a merger with a new strong corporate identity, it had neither a complete strategic analysis nor a written strategic plan to follow. Separately, a strategic management implementation tool called the Balanced Scorecard (BSC) has had worldwide acceptance and success in the last 10 years. In light of Satara's current strategic circumstances, the tool arises as a feasible and timely strategic solution for the organization. This research investigated whether Satara Co-op Ltd has a competitive advantage in the New Zealand kiwifruit industry through a complete strategic analysis. The research also studied whether the organization's competitive strategics could be implemented through the Balanced Scorecard framework. The research was based on the case study methodology that used extensive secondary data research, personal interviews and visits to relevant industry stakeholders, including: Zespri Group Ltd, Seeka Kiwifruit Industries, New Zealand Fruit Growers Federation, Aongatete Packhouses, Trevelyans Packhouses, and New Zealand Avocado Industry Council, amongst others, as well as in depth interviews to Satara Co-op Ltd executive and managerial positions. The case study data was analysed using pattern matching and explanation building. The results showed that it was not possible to conclude based on tangible data whether Satara Co-op Ltd had a competitive advantage. However, when available tangible data was added to intangibles and stakeholder's statements about the organization, along with the application of the SELECT framework, it was possible to determine that Satara's competitive advantage was based in its cooperative structure, scale and geographic diversity as well as its future diversification capabilities under different scenarios. The case study results also acknowledged that Satara Co-op Ltd strategies could be implemented through the Balanced Scorecard framework, as its strategies and available information allow the implementation of the framework building blocks, which are objectives, measures, targets and initiatives in four perspectives, namely financial, customer, internal processes and learning and growth. Satara strategies also match in various degrees the BSC extension framework, the strategy map, with its sub categories of revenue growth, productivity strategy, customer value proposition, internal businesses strategic themes and learning and growth drivers. This allowed the construction of a corporate strategy map, which was presented to the organization. Because the BSC and the organization's improvements due to the framework implementation could not be tested during the time allocated to this research, recommendations were drawn in respect to how the organization's competitive advantage and its competitive strategies will deliver to shareholders vision through the implementation of the corporate BSC presented and further score cards development at different levels in the organization. Keywords: strategic management, competitive advantage, cooperative, kiwifruit, avocado, packhouse, coolstore, Balanced Scorecard and strategy map

Visual Performance Management: Does it work in Public Service Organisations?

Visual Performance Management (VPM) has been prominent within Lean manufacturing environments for a number of decades, but its use has only recently started to emerge in service organisations. We consider the transition of VPM approaches to service environments and, utilising a case study method with two public service organisations, we explore four aspects of visual performance implementation. We start by exploring the strategic drivers for VPM adoption, the transparency of VPM, the performance management approach used, and changes in organisational effectiveness resulting from the introduction of VPM. Findings indicate that VPM approaches do work within public service environments, and have a tangible impact on management, but strategic alignment and data integrity are common concerns, and should be considered essential prerequisites

Performance measurement in the public sector: some theoretical and practical reflections

Performance measurement innovation in the public sector has been gaining a great deal of interest among academics, practitioners and policy makers since the implementation of the New Public Management reforms. The aim of this paper is to contribute to the current debate on the topic through the study of the conditions and factors that may hinder or foster the introduction of performance measurement systems, such as the Balanced Scorecard (BSC). The results derive from two longitudinal studies conducted in two Italian public administrations, which introduced the BSC device. The empirical evidences are discussed through the Ferreira and Otley’s (2009) framework, as extended by Broadbent and Laughlin (2009). The paper tries to contribute to both the extant literature on the BSC device and the usefulness of the extended conceptual framework in an empirical context.performance measurement; public sector; balanced scorecard

Performance pay and managerial experience in multitask teams: evidence from within a firm

This article exploits a quasi‐experimental setting to estimate the impact that a commonly used performance‐related pay scheme had on branch performance in a large distribution firm. The scheme, which is based on the Balanced Scorecard, was implemented in all branches in one division but not in another. Branches from the second division are used as a control group. Our results suggest that the Balanced Scorecard had some impact but that it varied with branch characteristics, and, in particular, branches with more experienced managers were better able to respond to the new incentives