Performance measurement system for Jabatan Kerja Raya Malaysia
Recently, JKR’s top management have received complaints and bad reviews from client departments, government agencies, general public and mass media for projects delays and structural failures as well many other problems. The reasons for these grievances are probably due to lack of response and sense...
Saved in:
| Main Author: | |
|---|---|
| Format: | Thesis |
| Language: | English |
| Published: |
2011
|
| Subjects: | |
| Online Access: | http://eprints.utm.my/id/eprint/29898/1/NoorRahimSuleimanMFKA2011.pdf |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Summary: | Recently, JKR’s top management have received complaints and bad reviews from client departments, government agencies, general public and mass media for projects delays and structural failures as well many other problems. The reasons for these grievances are probably due to lack of response and sense of urgency in dealing with problems in managing and implementing building and infrastructure projects. Despite JKR has its own Performance Measurement System (PMS) however the existing system may not be effectively translated the result as measurements and indicators for managers to response and make important and timely decision. Hence, this study has been carried out is to improve the current performance measurement system (PMS) in JKR. The methodology adopted for this study include interview with expert panels and questionnaire survey. The findings of the study indicate that current approach in PMS has not been up to JKR’s expectation and need to be reengineered. Problem and limitation of current PMS has also been identified. Finally this study has identified important recommendations that can be used by JKR to developed the framework to establish a more effective and practical PMS. It is hope that the new improve PMS can help JKR to better serve their clients and other stakeholders need in the future. This will also help JKR to achieve the Key Performance Indicators (KPI) as targeted for them especially for the top management level. |
|---|