performance measurement
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TRANSCRIPT
Performance Measurement Systems and Culture:
Lessons from Small-to-Medium Enterprise Organizations
Shelby DanksDistrict Continuous Improvement Facilitator
Hurst-Euless-Bedford Independent School [email protected]
Dr. Guillermo Oyarce Associate Professor
Department of Library and Information [email protected] 940.565.3564
Dr. Jeff M. AllenProfessor and Director
Center for Knowledge SolutionsUniversity of North [email protected]: drjeffallen 940.565.4918
Background Information
Integrative literature review to determine key attributes of effective performance measurement systems (PMS)
among small-to-medium enterprise (SME) organizations.
Purpose
…critical tools used for “fact-based decision making for setting and aligning organizational directions and resource use at the work unit, key process, departmental, and organizational levels”
The Baldrige Performance Excellence Program, 2011
Performance Measurement System (PMs)
Small-enterprise
500 or less employees (small)
Medium-enterprise
1,000 or less employees (medium)
small-to-medium enterprise organizations (SMEs)
1. What are the key attributes of effective performance measurement systems among small-to-medium enterprise organizations (SMEs)?
2. What is the relationship between the successful use or implementation of the performance measurement system and organizational culture?
Research Questions
Methods
Key Terms:
performance measurement systems culture
For all empirical journals published since 2000
Key Steps
121 results in English Language
ABI Inform, Eric PsychInfo via EBSCOhost
Key Terms:Broader search
multiple additional databases in business, economics, education, information and library science, political science, and psychology
Key Steps
262 additional results
40 articles systematically reviewed:
1) description of attributes of performance measurement systems in the small-to-medium enterprise companies; and
2) an analysis of the relationship between performance measurement systems and organizational culture.
After two more rounds…
A total of 19 articles were included as key material to review and address the two research questions.
Finally . . .
Source by Type and Sector
Findings
1. What are the key attributes of effective performance measurement systems among small-to-medium enterprise organizations (SMEs)?
2. What is the relationship between the successful use or implementation of the performance measurement system and organizational culture?
Research Questions
• What is measured?
• Who determines what is measured?
• How are data presented?
• How is analysis supported?
Attributes
• How is analysis supported?
Analysis Support
Need for measurement expertise among all levels of workforce so participants are informed when offered opportunities for input.
1. What are the key attributes of effective performance measurement systems among small-to-medium enterprise organizations (SMEs)?
2. What is the relationship between the successful use or implementation of the performance measurement system and organizational culture?
Research Questions
While the definition of “culture” varied among studies, one overarching theme emerged….
Culture
– that aggregate constructs of organizational typology are less critical to the successful implementation of the system than individual/cultural factors of perception of the use of the system.
Culture
Cultural Factor of Successful Implementation
1. Perception of intended audience2. Perception of policy design3. Perception of leadership
engagement
Culture
Key Questions:
1. How does the organization determine what measures will be included in the performance measurement system?
– Who is involved in the selection of these key measures?
– How does the organization incorporate the voice of each of its relevant stakeholder groups in measurement selection, use, and evaluation?
Implications
Key Questions:
2. How does the organization develop the capacity of its employees, specifically its leaders, in the current measurement models and tools, practices in the selection, use, and integration of key measures, and opportunities for engagement around the results of these measures?
Implications
Key Questions:
3. How does the organization support positive cultural factors that affect or are affected by the performance measurement system?
– How does the organization facilitate attention toward an engaging audience of the measures, positive perception of the design of policies of use of the PMS, and perception of committed leaders?
Implications
Key Questions:
4. How does the organization determine its readiness for and opportunities for improvement in the area of its system implementation?
Implications
• Replication;• Specific elements that impact the success
of the system;• Develop a comprehensive framework of
best practices; and• Investigate measurement systems (level
of readiness, implementation)• Previous have focused on case studies.
Future Studies
Shelby DanksDistrict Continuous Improvement FacilitatorHurst-Euless-Bedford Independent School [email protected]
Dr. Guillermo Oyarce Associate Professor, Department of Library and Information [email protected] 940.565.3564
Dr. Jeff M. AllenProfessor and DirectorCenter for Knowledge SolutionsUniversity of North [email protected]: drjeffallen 940.565.4918