International E-publication: Publish Projects, Dissertation, Theses, Books, Souvenir, Conference Proceeding with ISBN.  International E-Bulletin: Information/News regarding: Academics and Research

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

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)


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.


  1. Abtahi, Arabi et al. (2009)., Human Resource Management Strategies., Tehran: Ayanda publication, first edition.
  2. Ahmadvand A.M. and Japloghain, Gh. (2011)., Evaluation of intervention strategy based on performance management leadership., Police Organizational Development Journal, 8(3), 139.
  3. Akbari, A.R. and Seyedi, S.M. (2008)., Performance Management and its impact on human resource productivity., Yademan Journal, 53, 58.
  4. Andersen, B., Henriksen, B., & Aarseth, W. (2006)., Holistic performance management: an integrated framework., International Journal of Productivity and Performance Management. 5(I), 61-78.
  5. Antreas D. Athanassopoulos and Estelle, Shale (1997)., Assessing the Comparative Efficiency of Higher Education in the UK by Means of DEA., Education Economics, 5(2) 117-134.
  6. Armstrong Michael (2013)., Performance Management (Individual, Team and Organization)., translators Qolech Lee and Ghulam Zada: Tehran, Safar Publication, first edition.
  7. Ataabadi, Rashidid Zada and Zareye (2015)., Capacity management system., Isfahan, Amokhta publication, first edition.
  8. Bourdeaux, C. and Chikoto, G. (2008)., Legislative Influences on Performance Management Reform Public Administration Review., 68(2), 253-269.
  9. Ezati, Metra (2013)., Investigating the factors affecting the educational performance of academic groups: Qualitative study., Quarterly Journal of Research and Planning in Higher Education, 65.
  10. Farahmand, N, and Jesarati et al. (2009)., Employee performance management with an emphasis on corporate social factors., Management perspective Journal, 32, 169-181.
  11. Gunaratne, K. A., & Du Plessis, A. J. (2007)., Performance Management system: A Powerful Tool to achieve Organisational Goals., Journal of Global Business & Technology, 3(1), 17-28.
  12. Khaja and Salami (2014)., Evaluation of the performance of Islamic Azad University., Qom Branch, using organizational excellence model, Quarterly Journal of Educational Strategies in Medical Sciences, 6(1).
  13. Khudavardi, Yadullah (2000)., Higher education and university management., Qazven, first edition.
  14. Kristensen, K., Juhl, H. J. and Eskildsen, J. K. (2003)., Models that matter., International Journal of Business Performance Management, 5(1), 91-106.
  15. Kueng Peter (2000)., Process Performance Measurement System., Total Quality Management, 11(1).
  16. McCormack, Propper and Smith (2013)., Management and university performance., Centre for Market and public Organisation University of Bristol, CMPO Working Paper Series No. 13/308.
  17. Mehrgan M. R, (2005)., Quantitative Models in Performance assessing of organizations., First Edition, Published With Faculty of Management, University of Tehran (in Persian).
  18. Niro, Molodi (2014)., Investigating internal evaluation as one of the functions of modern management in universities., The Second National Conference on Behavioral Sciences of New Management, Golestan Province, Gorgan, 14 September. Revue, 16(2), 164-173.
  19. Shahcheraghi, Fredon (2002)., The relationship between performance appraisal and performance management., Quarterly Journal of Military Management, Second Year No. 4.
  20. Shaikhzada, Rajabali (2010)., Conceptual model of performance management in mission-oriented organizations., Quarterly Journal of Human Resource Management Research, Imam Hussain University, first year, No. 2.
  21. Tabassi, and Abu Baka (2009)., Training, motivation, and performance: The case of human resource management in construction projects in Mashhad, Iran., International Journal of Project Management, 27, 471-480.
  22. Torkzadeh, J and Jafari, S, (2012)., Possibility Assessment of Performance management at Shiraz University from Viewpoints of Managers., Quarterly Journal of New Approaches in Educational Administration, 3, 63-68.
  23. Wright, P.M. and Haggerty, J.J. (2005)., Missing variables in theories of strategic., Journal of management, 6, 67-69.
  24. Dozi Sarkhabi and Mohammad Yamani (2004)., Academic Development Planning: Theories and Experiences., Tehran: Shahid Behshti publication.
  25. Hersi, Pal and Blanchard, Konth (2005)., Organizational Behavior Management: Human Resource Application., Translated by Alaqa Band, Tehran, Amir Kabir publication, 24th edition.
  26. Horner, M. (2003)., Leadership theory reviewed. In. Effective educational leadership., (Ed.). Bennet, N, Crawford, M. and Cartwright, M. London: Paul Chapman Publishing.
  27. Hoy and Meskeal (2004)., Educational administrative., translated by Mohammad Sayeed Abas Zada, Ormia publication, 4th edition.
  28. Rownaq and Rafi Zada (2014)., Performance management and evaluation with a scientific approach- applied., Tehran: first edition .
  29. Sayeed Jawadian and Sayeed Reza (2010)., Fundamentals of Human Resource Management., Tehran: Tehran University press, fifth edition.