Business Process versus Human Resources Performance

*Jozef Stašák and Eva Škorvagová*

## **Abstract**

The contribution deals with qualitative and quantitative analysis of relationship between business processes performance to be investigated (hereinafter BP) versus performance of employees who are interested in that BP functionality hereinafter known as Employees). The qualitative analysis deals with human resources performance psychological aspects, while the quantitative analysis is closely related to BP and Employee performance quantification and modelling. On one hand, the qualitative analysis describes psychological aspects concerned to human resources and the investigated BP performance. On the other hand, the contribution deals with quantifying those relationships with use of linguistic sets, which create basis of business process linguistic modelling (BPLM) approach as well. The PBPL (Principle Business Process Linguistic) Equation is applied in order to create a conceptual model of the objective oriented expert system, which operates over the knowledge base, which contains adequate semantic networks (SNWs| and reference databases (RDBs), while an appropriate inference engine is applied for user communication with that expert system too.

**Keywords:** Business process, business processes performance, performance of employees, psychological aspects, employee performance quantification, quantifying relationships via linguistic sets, business process linguistic modelling, semantic networks, reference databases

#### **1. Introduction**

Any firm, company, institution or enterprise (hereinafter known as the Firm or Company) has its own business mission statement and business objectives, declared in via set of goals postulated within its business strategy, while they are described qualitatively via text in natural language (hereinafter known as TNL text) and quantitatively via set of adequate key performance indicators (hereinafter known as KPI Indicators) [1]. In order to fulfil predefined business strategy goals a set of appropriate activities should be provided, while they usually are represented by a set of appropriate business processes, which run within any firm or company. The main goal of the above-mentioned business processes is to generate outputs predefined within the firm or company business strategy with the use of appropriate inputs. However, any business process (BP) is described via its own structure and functionality, where the BP performance plays a role of principal importance as well, while any BP should be managed with respect to set of rules closely relate to process management. The process management is based on the principle that no BP should be an orphan; it means that that no responsible personality is assigned to the actual BP, while the responsible personality might play a role of the BP owner, operator or executor. With respect to the above-mentioned considerations, we can say there is a direct relation between BP performance and the BP management participant performance as well, while those aspects create an integral part of BP external and internal metrics [2]. On the other hand, the BP metrics identifiers create basis for the firm or company business strategy evaluation. The presented contribution deals with quantification and modelling of relations between BP performance and the performance of human resources who participate at the BP performance management. *The contribution main goal is to design a conceptual and implementation model of an appropriate expert system, the knowledge-base of which content could be created by rules, which regulate the above-mentioned relations, while the rules should enable generating new rules based on existing ones too. However, the rules should respect BP management needs and needs of BP management participants as well.*

In order to fulfil the main goal, several sets of partial aims should be postulated and fulfilled. **The first one** is closely related to quantification of existing and valid relations via adequate formulas and algorithms. **The second one** is concerned with derivation of rules related to representation of knowledge contained within knowledge base. Finally, **the third one** is closely related to the above-mentioned expert system structure definition, where the knowledge-base and inference engine play a role of principle importance too.
