Concepts and Measurement of HR Performance: Literature Review

Abstract

To survive in a highly competitive, aggressive and unstable environment, organizations have no choice but to find the appropriate weapons. Among these are "Human Resources" (HR) and their method of management, which is one of the key factors of business success. These factors are diverse and have evolved over time. Currently, they are no longer the same as at the beginning of the last century and the company is more sensitive, for example, to the contribution of human resources. It is therefore natural that they turn more and more to human resources as a source of increasing the surplus generated. It is for this reason that HR performance deserves special attention. Despite its interest, few researchers in management sciences have to date highlighted the components of this performance which has been at the center of their concerns. For several years now, researchers in Human Resources Management have become more and more interested in it.

The concept of performance has been the subject of a vast and rich debate. The contributions on this concept come mainly from Anglo-Saxon research. There is a multiplicity of words in the literature that attempt to define it. This diversity as well as the absence of consensus do not facilitate the understanding of this concept and imply different estimates, in particular as regards its measurement. The objective of this article is on the one hand to expose the concept of HR performance and on the other hand to shed light on the main measures used to measure this multi-faceted variable.

Keywords: Performance, HR performance

JEL Classification:  M10, M12, L25

Paper type: Theoretical Research