journal review

Topics: Human resource management, Performance management, Saudi Arabia Pages: 5 (895 words) Published: October 16, 2014
Lessons Learned From Performance Management Systems Implementations Andrea A de Waal and Harold Counet
Maastricht School of Management, Maastricht, The Netherlands

Overview
Performance Management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Furthermore, it also can be defined as ongoing, continuous process of communicating and clarifying job responsibilities, priorities and performance expectations in order to ensure mutual understanding between supervisor and employee. Most organization nowadays, really focus the need for an efficient and effective performance management systems (PMS) has increased over the last decade. This is because it has been shown that the use of PMS improves the performance and overall quality of an organization (Linge and Schiemann, 1996; Lawson et al 2003; de Waal and Coevert, 2007). Unfortunately,, the failure rate of PMS implementation and usage projects is said to be around 70 percent (McCunn,1998;nNeely and Bourne, 2000). Issue

The purpose of this research is to identify the main problems that can be encountered during the implementation and use of a performance management system (PMS). Without proper research being performed on the problems, organizations that are implementing a PMS will be confronted with the same problems over and over again, resulting in inefficiency, longer project lead- times and even cancelled and terminated systems. Contribution

The study shows the extensive overview of severe problems that can be encountered when implementing PMS by the organization. This overview has been validated by experts and as such constitutes an important contribution to the literature and practice. In respect to the latter, organization can now better prepare themselves for the issues to be dealt with during the implementation and use of PM. Implications

The main implication of the study is that the number of experts could be higher in order to get an even broader view on the main problems. Other than that, from the study, organization can better prepare itself for the issue to be expected while introducing PMs in the organization and investigate the relationship between problems (correlation analysis). From the research also, the organization can concentrate on finding ways to deal with the problems found, which could lead to modifications concerning the approach and methodology of PMS implementations currently used and investigate the link problems and the type of organizations, to identify which problem truly generic.

Limitations
The main limitation from the study is that the number of experts could be higher in order to get an even broader view on the main research. Other than that, there are several limitations as below:

Number of experts could be higher in order to get an even broader view on the main problems Important PMS problems have been overlooked
Higher number of experts would increase the overall validity of the results Did not investigate which relationships exist between the problems themselves Did not look specifically at the circumstances in which each problem occurred

The Impact of Human Resource Management Practices on Performance Evidence from Public University
Muslim Amin
Management Department, College of Business Administration, King Saud University, Riyadh, Kingdom of Saudi Arabia Wan Khairuzzaman Wan Ismail
Jazan College of Business Administration, Jazan University , Jazan, Kingdom of Saudi Arabia Siti Zaleha Abdul Rasid and Richard Daverson Andrew Selemani International Business School,Universiti Teknologi Malaysia (UTM- IBS) Kuala Lumpur, Malaysia

Overview
Employees are one of the most important assets of an organization as they contribute to its growth and success (Danish and Usman, 2010). Malik et al. (2010) concluded that in the era characterized by rapid and continuous change, knowledge capital must be retained in order for organizations...
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