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The purpose of this paper is to provide an integrated framework of performance management area showcasing research trends in performance measurement and management frameworks developed and discussed by revisiting the literature of the last two decades – from 1991 to 2011.

This paper provides a comprehensive review (excluding management control systems) of the performance measurement and management frameworks/systems/models developed in the last two decades, which helps to highlight the research trends related to performance management frameworks. The methodology for literature review is chronological review where it is divided into two periods – 1991-2000 and 2001-2011.

This paper portrays the developments that happened in performance measurement and management via looking at performance management frameworks and an analysis that reveals the research trends carried out in the last two decades, indicating paradigm shifts such as from a financial perspective to an integrative perspective (era 1991-2000), from an operational perspective to a strategic perspective, the utilization of systems and simulation techniques (era 2001-2011), etc. These shifts have led to the development of effective, integrated, and dynamic performance measurement systems.

The frameworks/models related to management control systems and the trends related to performance control systems have not been discussed here and they require further research in future studies.

There is very limited work available in the literature that discussed specifically the performance management and measurement (PMM) frameworks/models and systems; most of the previous work talks about developments only till 2000. This paper gives a snapshot of the researchers in the field of PMM regarding the developments and transformations in the frameworks for enterprises for the period 1991-2011, thus incorporating recent developments as well.

The purpose is to develop and implement a systematic approach to define the level of service (LoS) consistently and efficiently. The framework will assist professionals to make decisions based on service performance and transform to a service-centric decision-making paradigm in the domain of asset management.

A three-step approach is used to develop the framework. A comprehensive literature review is conducted (Step 1), which is followed by a discussion with experts (Step 2). Based on the desktop review and field discovery, the framework is developed and implemented (Step 3).

The framework represents key components in four phases. The first phase identifies the potential service customers. The second phase defines the customer values and LoS measures at three levels: organisation, customer and technical. Implementation is done in the third phase, whereas monitoring and evaluation as part of continuous improvement are accomplished in the fourth phase.

The challenges of this research work are categorised as follows. Strategic challenges focus on the awareness and alignment of strategic goals. Informational and financial challenges discuss non-availability of related information and cost-effectiveness of data collection, respectively. Human challenges discuss the availability of adequate human resources with an adequate skill set. Others discuss the non-availability of defined processes and procedures.

Theoretically, the framework represents key performance management concepts to develop an integrated approach to define the acceptable LoS effectively. Practically, professionals can use the framework to define the LoS consistently and efficiently.

Existing guides and frameworks represent a set of performance management concepts; however, these do not specify an integrated approach to define, align and integrate the LoS or performance goals. The proposed framework is developed to fill this gap.

The purpose of this paper is to define corporate performance management, provide an overview of the Regulation and Quality Improvement Authority's performance management framework (PMF) and explain how the PMF might be used to enhance organisational effectiveness.

The paper takes the form of a case study.

This paper describes the performance management framework developed by the Regulation and Quality Improvement Authority in Northern Ireland, and identifies how such a framework may be proactively used to enhance organisational effectiveness.

The findings are limited to the analysis of the development and use of a performance management framework within a single organisation.

This paper has contributed to the debate on performance management by outlining a mechanism by which a performance management framework can be utilised in practice to fundamentally challenge the organisation and provide a platform for action and improvement.

This paper aims to evaluate the usefulness of two conceptual frameworks: levers of control (LOC) (Simons, 1995) and performance management systems (PMSs) (Ferreira and Otley, 2009) for studying PM practices using a case study.

A case study method is used whereby data are collected through semi-structured interviews, examination of the group’s annual reports and internal documents.

A key finding of this study is the use of a PMS at the case company which is formally structured and with objectives, mechanisms and processes designed beyond a mere “performance measurement system.” While the case analysis indicates that most of the key components of the two frameworks are featured in the company’s PMS design, the uses of Simons’ (1995) LOC, however, are not consistent with the notion of “balance” as advocated by the model.

The evidence presented in this study is based on one large manufacturing company, and hence the findings cannot be generalized.

The findings of this study can be used in enriching the design of current proposed theoretical frameworks and also in encouraging management accounting researchers to continue the efforts of studying performance management (PM) practices.

A deeper understanding of PM practices using holistic frameworks has yet to receive more contested efforts from management accounting researchers. This paper attempts to contribute to this endeavor and fill in the gap in this area of research.

Measuring the business benefits of knowledge management is difficult. Even more so for public sector agencies whose outcomes are social benefits, rather than simple profit. Describes an approach for measuring the performance of knowledge management strategies for a public sector agency in Victoria, Australia. Knowledge management is defined as those actions which support collaboration and integration. Two models are presented for measuring knowledge management performance and knowledge management behaviours: a performance framework based on the balanced scorecard approach, and a behaviour framework that identifies levels of practice demonstrated by individuals. The Knowledge Management Performance Scorecard maps the objectives for knowledge management across the balanced scorecard’s key result areas The Knowledge Management Behaviour Framework identifies seven levels of knowledge management skills for demonstrating collaborative behaviour. The framework also outlines what might be typical behaviours of managers and the roles they would assume in relation to individuals at each level.

The essential investments in new product development (NPD) made by industrial companies entail effective management of NPD activities. In this context, performance measurement is one of the means that can be employed in the pursuit of effectiveness.

The aim of this paper is to investigate the links and relationships between strategy and operations in local government improvement efforts under the umbrella of the Local Government Modernisation Agenda (LGMA) in England. More specifically, it explores the implementation of structured change methods and performance measurement and management initiatives that claim to have a linked strategic and operational focus through to stakeholder impact.

This research adopts an interpretive multiple case approach (n=5), using in‐depth semi‐structured interviews and focus groups, as well as substantive archive information.

The structured integration of strategic level policy‐setting and its associated operational level activity in local authorities is often obscure and lacking in cohesiveness. Performance measurement and management at the strategic level is, for the most part, driven by emerging legislation and the need for compliance rather than improving service effectiveness. This has led to discontinuity, delays in implementing policy, and criticism of performance measures from service delivery staff.

There is a need for improved integration across the strategic‐operational divide, which requires improved understanding and translation approaches. Methods adopted from other sectors should be assessed critically and tailored to suit this need rather than adopting an off‐the‐shelf provision.

There is a paucity of in‐depth studies relating to performance measurement and management across the strategic‐operational span in the public sector in general, and local government in particular. Increased understanding in this area is of critical importance in relation to implementing effectively the current and future modernisation and reform initiatives.

The purpose of this paper is to examine and compare extant framework in humanitarian supply chain management (HSCM) and to propose a framework on humanitarian supply chain (HSC) performance measurement based on the content, context and process.

The structured keywords, namely humanitarian supply chain (HSC), humanitarian logistic (HL), humanitarian relief chain (HRC) and humanitarian chain (HC) as an exact phrase were searched in the title, abstract and keywords in the academic database. A total of 66 peer-reviewed articles were selected for analysis purpose that reports framework from the reviewed literature. These selected frameworks are categorized in dimensions, namely framework novelty, framework source, recognize elements/constructs of framework, comparative analysis of the framework and in-depth study of HSCM performance measurement.

The analysis reveals that the majority of these developed frameworks are novel and academic based. Case study is most prominent research methodology in the development of HSCM framework. Lack of coordination among humanitarian stakeholders is the major challenge in the empirical implementation of framework. This study proposes future research trend toward a unified HSCM framework that will facilitate to uncover the coherent set of elements/constructs in the field of HSCM.

This study considers peer-reviewed articles published in English language, and excludes conference papers, working articles, technical data/reports and book chapters.

This study categorizes new dimension for framework analysis and proposed an HSC performance measurement framework which gives new insights to the academicians, practitioners and policy makers for future work.

This examination gives the establishment to facilitate investigation of viable, efficient and effective HSCM, and detail opportunities for practices.

This study critically analyzes 66 frameworks under the different criteria to identify research gap and trends. Furthermore, this study proposes the HSC performance measurement framework.

The work presented aimed at developing an integrated framework for holistic performance management.

The research was carried out using an action research approach. A case study was used as the basis for developing a pilot framework for performance management, involving both employees in the case organization and researchers. The research is based on theoretical contributions within performance management, total quality management, and trend analysis.

A generic holistic performance management framework is outlined, encompassing diverse areas that need to play together and reinforce each other to give full effect to an organization. The main focus is a case study of a bank office, where a tailored version of the performance management framework was developed to give a setting where all these elements now are harmonized and work together.

The framework must be viewed as a pilot that should be further tested in other types of industries/organizations to verify its validity on a broader basis.

The generic framework for integrated performance management is novel and seems suitable for adaptation to many different industries and types of organization and can function as a guideline to avoiding launching concepts and programs that ultimately do not cancel each other out as their inter‐linkages have not been understood.

There is a growing interest in research focusing on performance management practices in the public sector, but research is still limited with regards to public primary healthcare services (PHSs), which play an important role in national healthcare systems. These organisations are frequently criticised for alleged poor performance management practices and misuse of resources, though such claims are not always substantiated. The purpose of this study is to examine performance management practices in public PHSs.

Three case studies of PHSs organisations were conducted resulting in interview material and archival data. Otley's performance management framework was used to examine the data.

It is found that the performance management systems of the studied PHSs were disjoint and lacked consistency and coherence. Lack of direction and motivational were key issues in PHSs. Furthermore, the observations indicate that vertical controls between PHSs and parent organisation were weak and accountability poor.

Generalisability of findings and social desirability bias are the important limitations. A key research implication is that the conceptual framework adopted can be meaningfully used to generate insights into performance management issues in public sector healthcare organisations.

The study highlights the implications of the poor design and use of performance management systems and highlights areas for improvement in the organisations studied, and potentially across the sector.

This study is the first to draw upon Otley's performance management framework to examine performance management practices in PHSs and to demonstrate its usefulness in this context.