Managing Organizations Performance Review

Question: Discuss about theManaging Organizationsfor Performance Review. Answer: Introduction Working in the group has been a tremendous experience I have observed. However, there have been several areas that I have found needs to be reviewed. Some members of the group have core knowledge regarding issue of organizational commitment and its impact on the human resource management. They have contributed to the assignment providing the group with adequate as well as relevant information. More specifically, the organizational commitment and its role in organizational performance have been conducted in the introductory part of the report. The introductory part of the report has been solid as well as relevant aspect, as this area well discusses the organizational commitment that employee has towards the organization. The employee commitment towards the company is the policy that is made by the human resource management of the organization (Albdour and Altarawneh 2014). Thus, it can be added that introductory part of the report demonstrates the link between organizational commitmen t and human resource management. However, the introductory section of the report would have been more relevant if the discussion on the commitment model has later been discussed rather than placing them on the top of the discussion. This is because the introduction section of the report should revolve around the variables and its importance in the study. However, next section of the report which presents the discussion on the importance of HRM model to deal with the organizational commitment. This section of the report would have been more relevant and intensive, had the real-world scenarios been included. Due to lack of relevant data sources, this section of the report has not been developed properly. The section includes certain gaps on the employee commitment towards the organizations and human resource management model. It has been great challenge to show the relations between the HRM model and its use on organizational commitment, as the existing studies only show the how human resources policies can be develop ed to deal with the potential employees and keep them in the grip. The existing studies hardly provide the discussion on how an employee could be motivated to remain loyal to the organization. The next section of the report focuses on the risks that an organization could have to deal with while applying the HRM model to organizational commitment. This section of the report also leaves an evaluative scope for the researcher in future. The section has insisted on the aspects related to human resource management model such as decision making and organizational culture. If the discussion would have been extended to employee appraisal or other such variables associated with HRM policies. Most importantly, it is necessary to include or discuss some real-world issues that organizations are currently facing at the time of applying such model. The real world issues should be linked with the findings found in the existing studies on HRM model and organizational commitment. The issue of group decision making and competency would have been analyzed with some examples. However, the overall discussion on these two variables carry the relevance based on which the report can be further ex tended. Reference List and Bibliography Albdour, A.A. and Altarawneh, I.I., 2014. Employee engagement and organizational commitment: Evidence from Jordan.International Journal of Business,19(2), p.192. Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), pp.1-56. Li, A., Early, S.F., Mahrer, N.E., Klaristenfeld, J.L. and Gold, J.I., 2014. Group cohesion and organizational commitment: protective factors for nurse residents' job satisfaction, compassion fatigue, compassion satisfaction, and burnout.Journal of Professional Nursing,30(1), pp.89-99.