Gazdaság és Társadalom,
Journal Year:
2023,
Volume and Issue:
16(4), P. 21 - 46
Published: Dec. 1, 2023
To
achieve
their
corporate
goals,
savings
banks
in
Germany
use
several
controlling-systems.
These
systems
are
often
combined
with
assessment-systems
for
the
employees.
Mostly
they
carried
out
annually,
example
as
part
of
discussed
conversations.
But
these
still
suitable
to
steer
contributions
individual
em-ployees
company
goals
a
more
and
dynamic
world?
The
OKR
method
(O
stands
“Objectives”,
KR
“Key
Result”)
possible
alternative.
was
used
examined
medium-sized
bank
three
years.
After
first
few
runs
it
became
clear
that
modification
becomes
necessary.
For
this
purpose,
author
(together
manager
bank)
results
from
reviews
were
evaluated.
A
new
concept
created
an
adapted
application
bank.
findings
not
just
interesting
banks,
but
all
companies
who
deal
method.
BCP Business & Management,
Journal Year:
2023,
Volume and Issue:
45, P. 371 - 381
Published: April 27, 2023
As
an
emerging
tool
of
Management
by
Objectives,
the
Objective-Key
Results
(OKRs)
model
has
been
widely
used
in
management
practice
recent
years;
however,
academic
community
not
reached
a
consistent
conclusion
on
whether
OKRs
should
be
linked
to
incentive
compensation.
The
author
argues
benefits
linkage
terms
common
ground
two
concepts,
importance
employees'
sense
fairness,
and
strengthening
effect
key
indicators.
From
practical
point
view,
believes
that
need
take
advantage
KPIs
process
application,
using
personal
as
basis
for
determining
goals
self-evaluation
score
correction
indicators
measure
degree
completion,
combined
KPI+OKR
formed
will
able
realize
with
pay
play
important
reference
role
future
merit
evaluation
promotion.
Therefore,
this
paper
proposes
scheme
elaborating
theory,
focusing
aspects,
namely
goal
setting
result
measurement,
optimize
improve
operation
OKRs;
supplemented
cases
fully
illustrate
promotion
initiative
guiding
self-growth.
Gazdaság és Társadalom,
Journal Year:
2023,
Volume and Issue:
16(4), P. 21 - 46
Published: Dec. 1, 2023
To
achieve
their
corporate
goals,
savings
banks
in
Germany
use
several
controlling-systems.
These
systems
are
often
combined
with
assessment-systems
for
the
employees.
Mostly
they
carried
out
annually,
example
as
part
of
discussed
conversations.
But
these
still
suitable
to
steer
contributions
individual
em-ployees
company
goals
a
more
and
dynamic
world?
The
OKR
method
(O
stands
“Objectives”,
KR
“Key
Result”)
possible
alternative.
was
used
examined
medium-sized
bank
three
years.
After
first
few
runs
it
became
clear
that
modification
becomes
necessary.
For
this
purpose,
author
(together
manager
bank)
results
from
reviews
were
evaluated.
A
new
concept
created
an
adapted
application
bank.
findings
not
just
interesting
banks,
but
all
companies
who
deal
method.
