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Human resource development (HRD) for performance management: The case of Nepalese organizations

机译：用于绩效管理的人力资源开发（HRD）：尼泊尔组织的案例

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Purpose - A firm's competitiveness depends on its capacity to manage performance and improve the development of the skills and competencies of employees - creating a learning environment. Although the Nepalese economy has embraced an open market policy and is attempting to join the global market, competitive advantage is being hindered by a failure to address human resource development (HRD) and by poor performance management (PM) practices. This paper seeks to address this issue. Design/methodology/approach - The research article raises three research questions: What is the concept of PM - how does it relate to HRD? What is the PM and HRD context and what are the associated issues in Nepalese organizations? and How could new structure and roles improve HRD for PM? In order to answer these research questions Anglo-Saxon and Nepalese literature is reviewed. Findings - In order to manage PM in Nepalese organizations a clear link between organizational objectives and outcomes should be established by developing a human capital base in organizations. HRD professionals help to integrate HRD functions and organizational objectives by creating a learning environment.rnResearch limitations/implications - The study is not survey-based and thus information is largely collected from published literature rather than perceptions of employees, management and labour unions and the authenticity of the prescribed four-column-model is yet to be tested. Originality/value - A four-column model comprising HRD and PM context, PM issues, HRD issues, and the new HRD structure and functions is developed and can be used as a framework for undertaking future research. This framework is the main contribution of the paper.
机译：目的-公司的竞争力取决于其管理绩效，提高员工技能和能力发展的能力-创造学习环境。尽管尼泊尔经济已经采取开放市场政策，并试图加入全球市场，但是由于未能解决人力资源开发（HRD）和绩效管理不佳（PM）的做法，竞争优势受到了阻碍。本文旨在解决这个问题。设计/方法/方法-研究文章提出了三个研究问题：PM的概念是什么-它与HRD有何关系？ PM和HRD的背景是什么？尼泊尔组织中有哪些相关问题？新的结构和角色如何改善PM的HRD？为了回答这些研究问题，对盎格鲁-撒克逊人和尼泊尔文学进行了回顾。调查结果-为了管理尼泊尔组织中的绩效管理，应通过在组织中建立人力资本基础来建立组织目标与成果之间的明确联系。人力资源开发专业人员通过创建学习环境来帮助整合人力资源开发职能和组织目标。研究限制/含义-该研究不是基于调查的，因此信息大部分是从已发表的文献中收集的，而不是员工，管理层和工会的看法以及真实性规定的四列模型中的哪一个尚待测试。原创性/价值-包括HRD和PM环境，PM问题，HRD问题以及新的HRD结构和功能的四列模型已开发，可以用作进行未来研究的框架。该框架是本文的主要贡献。

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