Strategic Management of Human Resources

Paper Summary:

This paper discusses strategic management, particularly performance management in the human resources department of an organization. It discusses the importance of learning and development for the success of performance management. The paper then describes the roles of coaching, goals, competences and competencies in creating a performance management system. The paper finally discusses the importance of communication in human resource management.

From the Paper:

"Relationship management is then integrated with performance management. While this makes the process much more complicated than the traditional business model, where the autocratic manager would give orders and expect to be obeyed without question, it is also a more effective way of managing performance. Effective relationship management results in a more pleasant work environment, which in turn is conducive to a higher level of performance. Such an integration of strategic human resource management with performance management systems, if handled correctly, can therefore be highly profitable for a business and result in goals being reached within the optimal time frame."

Sample of Sources Used:

• ACCEL Team. 2007. "Human Resource Management: Employee evaluation". http://www.accel-team.com/human_resources/hrm_04.html
• Bartel, Ann P. 2000. "Human Resource Management and Performance in the Service Sectors: The Case of Bank Branches." www.nber.org/papers/W7467.pdf
• CIPD. 2004, August. "Performance Management: an overview". http://www.cipd.co.uk/subjects/perfmangmt/general/perfman.htm
• Ericksen, Jeff & Dyer, Lee. 2004, March. "Toward a Strategic Human Resouce Management Model of High Reliability Organization Performance". CAHRS WP04-02. www.ilr.cornell.edu/depts/cahrs/downloads/pdfs/workingpapers/WP04-02.pdf
• Team Technology. 1995-2005. "Performance Management System". http://www.teamtechnology.co.uk/team/performance-management-system.html

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