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Generally, the subject of this study is the relationship between organizational culture and performance measurement systems (PMS) in the context of the Turkish Business environment. Specifically investigated in this study are the changes in the aims and measures of PMS used in different organizational cultures by managers. For this, the model developed by Jean-Francois Henri (2006) is used to understand and analyze the relationship under Turkish conditions. In this way, the basic question is that in any organization how does culture affect the aims and measures of a performance measurement system used? To test this relationship empirically, data is gathered from 122 manufacturers of the top 500 firms in Turkey. According to the results of logistic regression analysis, firms with a flexible culture tend to use non-financial performance measures, and use PMS for aims such as organizational attention-focusing and supporting strategic decision-making more than firms which have a control culture. On the other hand, firms with a control culture tend to use PMS for aims such as monitoring and legitimization more than firms which have a flexible culture. [ABSTRACT FROM AUTHOR]

In general meaning, performance appraisal is a systematic evaluation which is made through comparing one's skills, potential talent, work routines, behaviors and such qualities with others, besides forms a basis to determine the needs of Human Resources for the future. Therefore, the existence of a Human Resources Information System (HRIS) that will support human resources administration during the decision process became absolutely necessary. Effective use of performance appraisal by current Human Resources Information System practices in companies became much more important with the Labour Law No. 4857/2003, which provides regulations for companies on securing employees' rights. The aim of this study is to reveal the effectiveness of performance appraisal with Human Resources Information System by how the HRIS -- Performance Appraisal is effective and whether it is used in the way of desired degrees (if it is effective in point of time and cost) or not. [ABSTRACT FROM AUTHOR]