Choice and change of measures in performance measurement models

This research focuses on evaluating and analyzing the organizational performance of a risk management unit within banks. The main proposal is to analyze and simulate the process of risk management based on decision support system and artificial intelligence. This is why this paper uses the systemic thinking and simulation tool. We finally propose a multiagent model showing nine autonomous agents communicating with each other to simulate a risk. This model provides both a tool to simulate the risk and a way to modify the organizational structure of the risk management unit to improve the performance of bank.

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“…«Performance measurement describes and implements the strategy, the monitoring of organization, decisionmaking and improving coordination» [4].…”

Section: Methods and Tool For Measuring Performancementioning

confidence: 99%

Contribution to the Measurement of Organizational Performance based on a Multi-Agent Approach

Daghouri

Mansouri

Qbadou

2017

TMLAI

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“…In addition, while it is almost impossible to offer a universal list of measures that can be realistic for all SMEs or organizations in the same industry (Brown & Laverick, 1994;Pawar & Driva, 1999;Morgan & Daniels, 2001), financial benchmark, in situations where emphasis is laid on adopting other measures, can be realistic and applicable (Bhimani, 1994;Richard et al, 2009). It was observed by Malina and Selto (2004) that substantial research evidence has demonstrated that both the financial benchmark and non-financial benchmark have been adopted as indicators of organizational performance in the large organizations but only financial measures are favored by the organizations. However, many studies (e.g.…”

Section: Hpws-smes Performance Nexus In the Context Of Smesmentioning

confidence: 99%

Filling up the HRM ‘Black Box’; do creativity and management philosophy matter?

Ismail¹,

Majid²,

Joarder³

2017

10.5267/j.msl

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Although mediating variables are of importance in the HPWS-Performance nexus, identification of the fitting intervening variable(s) that mediates between the nexuses is a crucial issue, and the number of the mediating variable(s) which would unravel the so called "black box" remains unresolved and the most burning theoretical and empirical challenge in the Strategic HRM research field. Likewise, moderating variables do have impacts on the HPWS-Performance nexus since the context within which firm operates and the strategic orientations of firms have bearing on the application of HR practices and its effect on the firm's performance. Given this, this work proposed a model which is theorized based on the far-reaching survey of the extant literature. The model theorizes the mediating role of employee creativity and potential moderating role of management philosophy in the HPWS-performance nexus via extensive theoretical and logical argument and exposition. Also, as established by the extant research, HPWS measurement in the context of SME should be employee-oriented, therefore, this work measured HPWS with eight employee-oriented HR architectures, and performance is measured with financial and nonfinancial performance, for being a widespread adopted measurement in many fields of study.

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“…Diversos frameworks de sistema de controle gerencial como os propostos por Malmi e Brown (2008), Ferreira e Otley (2009), Kaplan e Norton (1996) e Neely e colaboradores (2002) colocam como ponto importante o tema "indicadores de desempenho".…”

Section: Indicadores De Desempenho E Incentivosunclassified

“…A mensuração de desempenho nesse tipo de instituição foge dos modelos tradicionais baseados em valor de mercado e em informações contábeis (Merchant e Van Der Stede, 2007) tornando-se mais complexa, uma vez que, em organizações de C, T & I, predominantemente sem finalidade lucrativa, o desempenho pode ser captado de outras perspectivas, com ênfa-se no valor intangível de suas atividades, e tem seu desempenho monitorado por diferentes stakeholders, conforme Ferreira e Otley (2009) e Malmi e Brown (2008), por estar inserido em um contexto de organização social.…”

Section: Introductionunclassified

Indicadores de desempenho em instituições de ciência, tecnologia e inovação: estudo de caso do Laboratório Nacional de Luz Síncrotron

et al. 2014

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Este estudo trata de indicadores de desempenho em organizações de Ciência, Tecnologia e Inovação (C, T & I) e, em particular, do Laboratório Nacional de Luz Síncrotron (LNLS). Teve por objetivo determinar os indicadores a serem utilizados pelo LNLS para garantir o atingimento de seus objetivos de curto e longo prazo. Para tanto foi realizado um estudo de caso. Os dados foram coletados por meio de entrevistas semiestruturadas junto a 10 stakeholders com elevado grau de influência e interesse na instituição, analisados pela técnica de análise de conteúdo e triangulados por meio da análise de documentos e da observação participante. Como resultado, este estudo sugere um modelo de acompanhamento de desempenho a ser adotado pelo LNLS que também pode ser útil para as demais organizações de C, T & I.

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Choice and change of measures in performance measurement models

Cited by 146 publications

References 36 publications

Contribution to the Measurement of Organizational Performance based on a Multi-Agent Approach

Contribution to the Measurement of Organizational Performance based on a Multi-Agent Approach

Filling up the HRM ‘Black Box’; do creativity and management philosophy matter?

Indicadores de desempenho em instituições de ciência, tecnologia e inovação: estudo de caso do Laboratório Nacional de Luz Síncrotron

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