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Designing a comprehensive performance management system to develop human capacity resources in organization

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Author Affiliations

  • 1Educational Plan and Policy Department, Kabul University, Kabul, Afghanistan
  • 2Department of Psychology and Education, Bamyan University, Bamyan, Afghanistan

Res. J. Management Sci., Volume 10, Issue (1), Pages 22-29, January,6 (2021)

Abstract

The objective of current study was to design a comprehensive management system to develop the capacity of human resources using quantitative, and review approach from valid scientific sources, databases, and inclusive performance management model in human capacity development in organization. In the first step, a review was carried out on valid views and theories in the field of human resource performance management. In the second step, specifically, the views of senior executives on comprehensive capacity performance management system orientation in organization were identified. By identifying and categorizing categories and themes from the comprehensive information on human resource development performance management several components have achieved in human resource capacity development. It contains five components and a general category in the paradigm model including individual factors (human resource capacity development programs and activities, view of organizational leadership approach to improving human resource development performance). Administrative factors regarding the work and activity of employees in the organization: (Organizational-administrative culture, salary, and privileges), functional aspects in human resource capacity development: (individual dimension, instructional, professional, and organizational). Environment and working conditions of employees in the organization: (managers and authorities in the organization, operational manager, personal characteristic of managers, position and competences of employees in the organization). Strategy on improving human resource development: (software strategy issues on independence of employees action) and hardware strategy: (creating professional center for employees in the organization). Outcomes and consequences (within the organization: (teaching- learning process), and outside the organization: meeting the needs of the community), the process of comprehensive performance management in human resource capacity development and reflects the relationship among different dimensions and components.

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