https://www.um.edu.mt/library/oar/handle/123456789/117581 2026-05-07T16:28:48Z https://www.um.edu.mt/library/oar/handle/123456789/130580 Title: Employee performance and performance management systems : a case study Abstract: This qualitative study examined the benefits and limitations of the performance management system of a Maltese organisation. Additionally, the study investigated the management’s perspective on how a reward system would affect performance outcomes in the organisation. First-hand accounts of managers’ experiences with the current evaluation system was derived from eight face-to-face interviews. All the participants were managers with less than ten direct subordinates in their division. The findings revealed a lack of agreement amongst managers on whether a reward system should be implemented within the current system. Moreover, there was a lack of standardisation in the way that feedback was shared with subordinates. This was especially noted when some managers admitted that it was a struggle for them to give negative or constructive feedback during performance reviews. Overall, participants valued the importance of regular communication and practiced it throughout their daily routine at work. Management also acknowledged the importance of having a good performance management system within the organisation. Based on the findings, it was recommended that each department should implement specific Key Performance Indicators in addition to the current review system to help clarify and set goals. This would also help managers to accurately measure their subordinate’s performance. Such a system would then make it easier to implement performance-based rewards which could then vary according to the performance level achieved during each review. Moreover, it was recommended that managers should receive more training on how to execute a performance evaluation properly, especially on the issue of disclosing negative feedback to their subordinates. Lastly, the organisation should consider amending the review cycle, particularly, by reducing the frequency of the reviews and drafting new questions. These new questions, together with the current set of questions, would both be used and alternated from one review to the other. The new set of question would help to address technical performance areas which are currently not being considered or examined by the organisation. Description: B. WHR(Hons)(Melit.) 2023-01-01T00:00:00Z https://www.um.edu.mt/library/oar/handle/123456789/122139 Title: Exploring the reward management system within the gaming industry : a case study Abstract: This study aims to explore in depth how a company within the gaming industry uses its reward management system to attract and retain talent. Qualitative research will be the primary method used as it allows the researcher to ask questions that cannot easily be put into numbers to understand human experience. The research will examine how this company analyses employee experience and evaluate the effectiveness of its reward management system. This research will focus on an international company, with its largest office in Malta, to gather HR and employees' perspectives. Four males and five females representing diverse demographics and roles within the chosen company were interviewed. Given the sensitive information shared, the company's name will be kept confidential, and the interviewees will be pseudonymised. To achieve the research objective, nine semi-structured interviews were conducted, eight of which were with the employees and one with a senior member of the HR team representing the employer. To analyse the collected data, a thematic analysis approach was utilised (Braun & Clarke, 2013). Several themes have emerged from these interviews covering rewards, primarily rewards, communication and feedback, and the impact on attraction and retention. The findings indicate that the company's reward management system, comprised of financial and non-financial benefits, is highly valued. Both employee and employer perspectives highlighted the significance of company culture throughout the studies. Additionally, flexible work arrangements are highly valued by the employees. Communication plays an essential function in fostering confidence among employees and engagement. The findings from the interviews propose improving performance-based pay communication. In addition, improving workplace flexibility, enhancing wellbeing support, and recognising employee contributions will boost employee satisfaction and retention while attracting the best talent. Description: B. WHR(Hons)(Melit.) 2023-01-01T00:00:00Z https://www.um.edu.mt/library/oar/handle/123456789/122138 Title: Exploring the impact of remote working on parents at the Environment and Resources Authority during the COVID-19 pandemic Abstract: The purpose of this qualitative study is to analyse and gain a deeper understanding of the effects remote work had on parents working at the Environment and Resources Authority (ERA) during the Covid-19 pandemic. Eight professional officers with comparable work and family obligations participated in semi-structured interviews. The data findings were analysed using the Thematic Analysis approach by Braun and Clarke (2022). This study shows that the pandemic and working from home (WFH) had an impact on their personal and family aspects as well as on work-related issues. On the personal and family side, the parents in this study immediately noted that by eliminating the daily commute to and from work, they could enjoy greater flexibility and a better work-life balance. They used the saved time to be with their children, to rest, and/or to perform household chores. Despite saving time on commuting, some parents still found it difficult to maintain a balance between work and family because for some the family responsibilities increased when schools closed, whilst others had to help their elderly parents during this critical period. Other parents found it harder to disconnect from work when working from home and this led to more stress. On the positive side, since fathers were able to spend more time with their children, the father-child bonds during the pandemic seem to have been strengthened. Remote work also enabled the mothers to care for their children who normally were in childcare. This increased family bonds and alleviated parental concerns about contracting the virus. On the negative side, the pandemic and remote work also had various detrimental effects on the mental health of the parents with many feeling anxious and isolated. On the work side, whilst some parents experienced family disruptions due to the school closures and other family members being around, the participants overall noted fewer distractions when working from home, leading to better concentration and productivity. Description: B. WHR(Hons)(Melit.) 2023-01-01T00:00:00Z https://www.um.edu.mt/library/oar/handle/123456789/122137 Title: Returning to the office post maternity leave : women’s experience Abstract: In order to answer the key research question: What is the experience of employed mothers returning to an office job post maternity leave? eight mothers were recruited for this qualitative study through purposive sampling. The participant interviews were conducted using a semi-structured interview guide, and the data were analysed using a thematic analysis. The findings suggest that the working mothers in the study experienced a mix of emotions when returning to work after their maternity leave. The majority of the participants experienced a sense of stress, guilt, separation anxiety, or sadness from being away from their children because they felt like they were neglecting their children or not spending enough time with them. It was also noted that these working mothers faced several challenges as they juggled work and family demands. These challenges included the struggle of achieving work-life balance, dealing with an increased workload of work, and taking care of a baby, and coping with the unexpected sickness of a child. It was also acknowledged that some of the participants noted a change in their priorities after having a baby, with some suggesting that motherhood came first thus leading them to re-evaluate their work commitments. However, for some mothers returning back to work brought them a sense of fulfilment and purpose. The findings also show that emotional and mental support provided by the family members and the organisations encouraged the mothers’ return to work. While some spouses helped their wives more than others with housework, all of the participants' husbands actively encouraged their partners to return to work. The husbands’ motivation resulted in a stronger relationship for the couple, whilst providing a sense of personal fulfilment and accomplishment for the mother. All these contributed to her overall well-being and self-esteem. In relation to the organisational support, the findings suggest that the participants favoured policies such as flexible working hours and remote work, as well as the organisations understanding and supporting their work-life balance. The supportive organisation also left the mothers feeling good about working, whilst providing a sense of purpose, accomplishment, and independence. Description: B. WHR(Hons)(Melit.) 2023-01-01T00:00:00Z