Analysis of Performance Management tools in multinational companies in Hungary
Elmentve itt :
| Szerző: | |
|---|---|
| További közreműködők: | |
| Dokumentumtípus: | Diplomadolgozat |
| Kulcsszavak: | analysis HR human relations human resource management management |
| Online Access: | http://dolgozattar.uni-bge.hu/44566 |
MARC
| LEADER | 00000nta a2200000 i 4500 | ||
|---|---|---|---|
| 001 | dolg44566 | ||
| 005 | 20230421095223.0 | ||
| 008 | 230421suuuu hu om 000 eng d | ||
| 040 | |a BGE Dolgozattár Repozitórium |b hun | ||
| 041 | |a en | ||
| 100 | 1 | |a Terzic Dordina | |
| 245 | 1 | 0 | |a Analysis of Performance Management tools in multinational companies in Hungary |c Terzic Dordina |h [elektronikus dokumentum] |
| 520 | 3 | |a The purpose of this study was to research the connection between motivation and performance management methods. The study focused on a select group of businesses, examined performance management techniques, and gathered opinions from people working for multinational corporations in Hungary. The research method utilized to gather the quantitative data for analysis was a questionnaire. Before performing the final questionnaire, which was completed by 40 people, the plot questionnaire was first produced and completed by two individuals. The method worked well for this study and produced important findings as well as validation of certain earlier studies that were discussed in this publication.It was determined that performance management and motivation are related.Consequently, a properly established performance management system may significantly enhance motivation. However, there are always challenges when putting such a system into place, as there are several unpredictable elements that might affect a worker's motivation at work. When it comes to motivation, rewards, recognition, and job stability proved to be essential. According to the findings, salaries, job stability, and the prospect of advancement serve as the greatest motivators for employees, while disputes at work, a lack of clear rules, and a lack of recognition serve as the most demotivators.The study also produced some intriguing results, like that more employees believe their organization is task-oriented than people-oriented and that 75% of the employees felt more motivated in the office.The study's findings suggest that an effective performance management system may be a potent instrument for inspiring people and achieving corporate objectives. However, such a system needs ongoing observation, investigation, adjustments, and effective management and staff communication. | |
| 695 | |a analysis | ||
| 695 | |a HR | ||
| 695 | |a human relations | ||
| 695 | |a human resource management | ||
| 695 | |a management | ||
| 700 | 1 | |a Chandler Dr. Nicholas |e ths | |
| 700 | 1 | |a Vágner Petra Anna |e ths | |
| 856 | 4 | 0 | |u http://dolgozattar.uni-bge.hu/44566/1/Terzic_Dordina__IJ018M.pdf |z Dokumentum-elérés |
| 856 | 4 | 0 | |u http://dolgozattar.uni-bge.hu/44566/2/BA_O_Terzic_Dordina.pdf |z Dokumentum-elérés |
| 856 | 4 | 0 | |u http://dolgozattar.uni-bge.hu/44566/3/review%20terzic%20dordina.pdf |z Dokumentum-elérés |
| 856 | 4 | 0 | |u http://dolgozattar.uni-bge.hu/44566/4/BA_B_Terzic_Dordina%20%284%29.pdf |z Dokumentum-elérés |