Performance management is an HRM process (which has become increasingly popular since the 1980s) concerned with getting the best performance from individuals in an organization, as well as getting the best performance from teams, and the organization, as a whole. Effective performance management therefore involves sharing an understanding of what needs to be achieved and then managing and developing people in a way that enables such shared objectives to be achieved.
Given the mission and values, the organization can create performance objectives at every level within the organization right down to personal objectives for individual members of the organization.
A well-developed performance management system will include the following:
A well-developed performance management system will include the following:
- A statement outlining the organization’s values
- A statement of the organization’s objectives
- Individual objectives which are linked to the organization’s objectives
- Regular performance reviews throughout the year
- Performance –related pay
- Training and counseling
The Impact of Human Resource (HR) Performance Management on Project Outcome
Organizations engaged in information technology (IT) projects encounter a dynamic market today. In order to strategically create and sustain a competitive advantage and improve business performance, organizations in IT business must recognize the importance of human resources as a major factor in their business performance.
Therefore, it is rational that the outcome of IT projects and performance of HR comprising the project team are associated with each other. Human resource management (HRM) for IT projects refers to all activities associated with management of people in a project team (Boxall and Purcell, 2008). Performance management of the HR is a significant function of HRM that helps project managers in measuring and maintaining the performance of project team which is considered necessary for the project success. Existing literature is evident that a growing number of studies acknowledge a positive correlation between HRM and organizational performance.
Effective project management is recommended to be an exercise of nine knowledge areas that mainly include management of project scope, time, cost, quality, HR, communication, procurement, risk and integration of all the areas mentioned throughout the project’s life cycle. The management of scope, time and cost are declared triplet constraints for project as these areas are declared primary functions of project management. The latest knowledge entertains the management of quality as a fourth constraint while practices of functions for HR, communication, procurement and risk are rated only supplementary functions for projects.
Therefore, it is rational that the outcome of IT projects and performance of HR comprising the project team are associated with each other. Human resource management (HRM) for IT projects refers to all activities associated with management of people in a project team (Boxall and Purcell, 2008). Performance management of the HR is a significant function of HRM that helps project managers in measuring and maintaining the performance of project team which is considered necessary for the project success. Existing literature is evident that a growing number of studies acknowledge a positive correlation between HRM and organizational performance.
Effective project management is recommended to be an exercise of nine knowledge areas that mainly include management of project scope, time, cost, quality, HR, communication, procurement, risk and integration of all the areas mentioned throughout the project’s life cycle. The management of scope, time and cost are declared triplet constraints for project as these areas are declared primary functions of project management. The latest knowledge entertains the management of quality as a fourth constraint while practices of functions for HR, communication, procurement and risk are rated only supplementary functions for projects.
References:
Naqvi I.H & Bokhari S.H.A& Aziz S.& Rehman K., 27 July ,2011 The Impact of Human Resource Performance Management on Project Outcome , retrieved from Full Length Research Paper
http://www.academicjournals.org/ajbm/pdf/pdf2011/23Sept/Naqvi%20et%20al.pdf
http://www.academicjournals.org/ajbm/pdf/pdf2011/23Sept/Naqvi%20et%20al.pdf
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