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A revolution in the measurement and reporting of government performance through the use of published metrics, rankings and reports has swept the globe at all levels of government. Performance metrics now inform important decisions by politicians, public managers and citizens. However, this performance movement has neglected a second revolution in behavioral science that has revealed cognitive limitations and biases in people's identification, perception, understanding and use of information. This Element introduces a new approach - behavioral public performance - that connects these two revolutions. Drawing especially on evidence from experiments, this approach examines the influence of characteristics of numbers, subtle framing of information, choice of benchmarks or comparisons, human motivation and information sources. These factors combine with the characteristics of information users and the political context to shape perceptions, judgment and decisions. Behavioral public performance suggests lessons to improve design and use of performance metrics in public management and democratic accountability.

Civil service --- Performance standards. --- Personnel management. --- Job performance standards --- Work performance standards --- Work standardization --- Employees --- Goal setting in personnel management --- Personnel management in the civil service --- Public personnel management --- Personnel management --- Rating of

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An in-depth look at how to create and use key performance indicators (KPIs), from the King of KPIs - now updated and expanded! By exploring measures that have transformed businesses, David Parmenter has developed a methodology that is breathtaking in its simplicity and yet profound in its impact. Now in an updated and expanded Second Edition, Key Performance Indicators is a proactive guide representing a significant shift in the way KPIs are developed and used, with an abundance of implementation tools, including:The four foundation stones that lead the development and use

Production management --- productiegegevens --- Business management --- management --- bedrijfsorganisatie --- productiemanagement --- bedrijfskunde --- Performance technology --- Performance standards --- Organizational effectiveness --- Performance Prestatie --- 658.4013 --- Management --- Organization --- Job performance standards --- Work performance standards --- Work standardization --- Employees --- Goal setting in personnel management --- Human performance technology --- Technology, Performance --- Performance --- Rating of --- Organizational effectiveness. --- Performance standards. --- Performance technology. --- Management. --- Enhancement technology, Human performance --- HPT (Human performance technology) --- Human performance enhancement technology --- Human engineering

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An effective state is essential to achieving socio-economic and sustainable development. With the advent of globalization, there are growing pressures on governments and organizations around the world to be more responsive to the demands of internal and external stakeholders for good governance, accountability and transparency, greater development effectiveness, and delivery of tangible results. Governments, parliaments, citizens, the private sector, NGOs, civil society, international organizations and donors are among the stakeholders interested in better performance. As demands for greater a

Government productivity --- Performance standards --- Total quality management in government --- Public administration --- Administration, Public --- Delivery of government services --- Government services, Delivery of --- Public management --- Public sector management --- Political science --- Administrative law --- Decentralization in government --- Local government --- Public officers --- Job performance standards --- Work performance standards --- Work standardization --- Employees --- Goal setting in personnel management --- Productivity, Government --- Capital productivity --- Production (Economic theory) --- Evaluation. --- Rating of

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Les femmes viennent d'une planète, nous dit-on, et les hommes d'une autre. Mais d'où viennent les cochons ? Bien loin de l'image idyllique de la petite ferme joyeuse des livres d'enfants, les cochons sortent par million de l'industrie porcine. Dans de nombreux pays, dont la France et le Québec, cette industrie internationale, qui gère l'essentiel du cheptel mondial d'un milliard de cochons, a accru la productivité du travail des hommes et des animaux de façon remarquable. En 1970, une truie sevrait seize porcelets par an. Elle en sèvre vingt-neuf aujourd'hui. Une unité de production de 1 000 truies et leurs 16 000 porcs peut être conduite par moins de huit personnes. La recherche de la performance a toutefois conduit à des transformations radicales du contenu du travail et de son sens. Il s'agit de produire « à tout prix et à n'importe quel prix », mais pour qui et pour quoi ? Qu'est-ce que cela veut dire, travailler en production porcine industrielle aujourd'hui, pour les éleveurs, les salariés et les cochons ? De quoi est fait le travail ? De quoi n'est-il pas fait ?

Porcin --- Swine --- Élevage intensif --- Intensive husbandry --- Production de viande --- Meat production --- Bien-être animal --- animal welfare --- Satisfaction du travail --- Work satisfaction --- Performance professionelle --- Job performance --- Performance animale --- Animal performance --- Facteur psychologique --- psychological factors --- France --- Québec --- Quebec --- Quebec. --- Porc --- Relations homme-animal. --- Élevage --- Enquêtes. --- Industrie et commerce --- Surveys --- Breeding --- Animal Husbandry. --- Animal Husbandry

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Employees, Rating of --- Performance standards --- Job performance standards --- Work performance standards --- Work standardization --- Employees --- Goal setting in personnel management --- Efficiency rating --- Employee appraisal --- Employee rating --- Performance appraisal of employees --- Performance evaluation of employees --- Performance rating (of employees) --- Personnel evaluation --- Rating of employees --- Service rating --- Rating of --- Performance standards. --- Rating of.