Electronic strategic performance management system : (Record no. 2553)
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| 000 -LEADER | |
|---|---|
| fixed length control field | 04479 a2200205 4500 |
| 100 ## - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Berris, Cherry C. |
| 9 (RLIN) | 9635 |
| 245 1# - TITLE STATEMENT | |
| Title | Electronic strategic performance management system : |
| Remainder of title | a conceptual design / |
| Statement of responsibility, etc. | Cherry C. Berris. |
| 300 ## - PHYSICAL DESCRIPTION | |
| Extent | 81 leaves : illustrations |
| 500 ## - GENERAL NOTE | |
| -- | Berris, C. C. (2016). Electronic strategic performance management system: A conceptual design (Unpublished master's thesis). Public Management Development Program, Development Academy of the Philippines. |
| 502 ## - DISSERTATION NOTE | |
| Department | Public Management Development Program |
| Program | Middle Managers Class |
| Additional Note | Thesis (MMC)--Development Academy of the Philippines. |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | The eSPMS is the Civil Service Commission's (CSC) first attempt to have a uniform implementation of the Strategic Performance Management System (SPMS) of all civil servants through an ICT-based system. Through the eSPMS, the Commission will serve as the central repository of performance data of the entire government workforce and will offer a consolidated view of the government's commitment to serve and its realization. The expected benefits of implementing the eSPMS include: 1. Streamline government processes on performance management; 2. Eliminate duplication of government efforts and resources in building ICT-based systems to support SPMS processes; 3. Ensure a standardized implementation of SPMS processes across agencies; 4. Provide avenue for CSC to better exercise its oversight function as the central HR of the government. The eSPMS utilizes and operates on the latest user experience (UX) design techniques- a salient feature that sets it apart from attempts by other agencies on implementing IT systems to support SPMS processes. Such feature would enable eSPMS users to work on an environment similar to current social media applications (like Facebook or Linkedin) upon which prospective users are expected to be acquainted and familiar with. This would, in turn, give room for easier user training and adoption. Furthermore, the proposed eSPMS will be made available through a cloud-based architecture to keep operating costs low yet can be easily scaled to serve the entire Philippine bureaucracy. The eSPMS will also be accessible through all major web browsers- hence it can be accessed through PCs, tablets and even smart phones. This would make system deployment easier and more cost effective. Government agencies and their employees just need to subscribe to the eSPMS Software-As-A-Service (SaaS) provided by the CSC. In addition, performance data shall also be made available to government oversight agencies like the CSC for HR concerns, the DBM for financing, and the Inter-Agency Task Force on Harmonization of National Government Performance Monitoring, Information and Reporting System, otherwise known as the AO 25 Committee for monitoring and evaluation of performance of government agencies. The eSPMS shall support all the process and elements of the current SPMS, namely: performance planning and commitment, performance monitoring and coaching, performance review and evaluation, and performance rewarding and development planning; ang goal alignment, output-outcome based, team approach, and user friendliness. The design of the eSPMS is guided by four (4) design principles, namely: 1. Team Performance Approach- focus is towards building team collaboration and team work to achieve team performance goals; 2. Goal-Centric-revolves around performance goals and ways to achieve goals; 3. One-level-down, One-level-up-goals are strongly linked and aligned between organizational units; 4. High Performance Focus- the design of UX is with the end in mind of creating a high performing culture. The eSPMS is an encouraging approach to significantly change the way performances of human resources in the entire Philippine bureaucracy are managed. With its concept and rationale directly tackling and affecting on essential aspect of human resource management-performance, the eSPMS is indubitably instrumental in realizing the CSC's vision to become Asia's leading centre of excellence in Human Resource and Organizational Development. |
| 650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM | |
| Topical term or geographic name entry element | Personnel management. |
| 650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM | |
| Topical term or geographic name entry element | Organizational effectiveness. |
| 650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM | |
| Topical term or geographic name entry element | Strategic planning. |
| 650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM | |
| Topical term or geographic name entry element | Database management. |
| 9 (RLIN) | 18471 |
| 700 ## - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Moya, Richard E. (Faculty Adviser) |
| 9 (RLIN) | 6307 |
| 700 ## - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Timbol, Jennifer L. (Institutional Partner) |
| 9 (RLIN) | 9636 |
| 700 ## - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Gapuz, Michael L. (Program Representative) |
| 9 (RLIN) | 4752 |
| 942 ## - ADDED ENTRY ELEMENTS (KOHA) | |
| Koha item type | THESIS |
| Source of classification or shelving scheme | Library of Congress Classification |
| Withdrawn status | Lost status | Source of classification or shelving scheme | Damaged status | Not for loan | Home library | Current library | Date acquired | Total Checkouts | Total Renewals | Full call number | Barcode | Date last seen | Date last checked out | Price effective from | Koha item type |
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Library of Congress Classification | MAIN | MAIN | 01/24/2018 | 8 | 9 | HF 5549 B47 2016 c.1 | TD00764 | 09/22/2023 | 05/23/2023 | 09/16/2022 | THESIS | ||||
| Library of Congress Classification | MAIN | MAIN | 01/24/2018 | 1 | HF 5549 B47 2016 c.2 | TD01177 | 11/09/2019 | 11/09/2019 | 09/16/2022 | THESIS |