HRMT 620 HUMAN RESOURCE MANAGEMENT Please select one of the attached articles for the purpose of this assignment. Now write a review of this article. The purpose of this review is to describe the...

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Assignment 2: PM article Review (Integrating Human Capital into Corporate Strategic Performance Management- Challenges and Practical Implications from the Leader’s Perspective)
Your Name
University Canada West
HRMT 620: Human Resource Management
Instructor Name
1
Due Date, 2021
Abstract
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This article, Integrating Human Capital into Corporate Strategic Performance Management - Challenges and Practical Implications from the Leader’s Perspective, employs a longitudinal and explorative case study design and investigates the way by which intangible resources are integrated into corporate performance management systems using a sample of a Hungarian financial service provider. Last ten years of empirical data is studied with interview rounds in 2008, 2012 and 2018. The research was followed by discussion on designs used to evaluate performance and enhance the structure of strategic resources. It was concluded by the limitations of the study and the areas where further research can enhance the effectiveness of present study.
Integrating Human Capital into Corporate Strategic Performance Management
- Challenges and Practical Implications from the Leader’s Perspective
Harangozó, Tamás. (2020). Integrating Human Capital into Corporate Strategic Performance Management- Challenges and Practical Implications from the Leader’s Perspective. Budapest Management Review, 51, 51-64.
Statement of Problem
The research problem is aligning human resources with comprehensive performance management systems so that their effective management can be ensured.
Research Questions
1. How intangible resources add value to the organization?
2. What are the steps taken in the organization to manage their performance?
3. How they can be aligned to organizational strategic practices?
Researchers are trying to develop models to measure the performance of intangible and intellectual capital so that their contribution can be tapped and strategic objectives of the organization can be achieved.
My goal is to understand the relationship between human resources, KPI factors and the performance models. This article will guide me to understand the efficiency of the performance models being practiced in the different organizations and their implications on human resource management. It will help to deal with the challenges and find their practical solutions. Thus, integration will be smooth and workable.
Literature Review
Despite understanding the dynamism of human asset, they are compared with costs, which are constantly practiced as an exploitation (Kamasak, 2017). The jeopardy is that for the success and survival, the organizations has bound them into performance management systems, which is true but no so true.
Despite robust methods such as knowledge sharing, developing leadership, job design and engagement, skill competency and attitude development in hands the integration of human capital and corporate management systems is lacking. Consciously it is required to develop the systems or matrices, which is manageable and contribute in collecting the required data related to it (Nichita, 2019).
Various performance models are available for adoption and each organization has its own requirements in lieu of it. The model, which is functional for one, may not be suitable for another. Therefore, extensive researches are conducted to understand the impact of such systems on intangible resources. Empirical researches have reflected that traditional methods are no longer efficient enough in determining performances.
Therefore, it is required to identify the new drivers, which can be related to communication, executive skills, inclusivity and other competencies. The collaboration with inputs and...