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| Format: | Artículo científico |
| Sprache: | es |
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Centro Latinoamericano de Administración para el Desarrollo
2008
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| Online-Zugang: | https://www.redalyc.org/articulo.oa?id=357533672004 |
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| _version_ | 1866814874544242688 |
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| author | Mercedes Iacoviello |
| author_facet | Mercedes Iacoviello |
| contents | Gestión y gestores de resultados: cara y contracara Mercedes Iacoviello Noemí Pulido Administración y Contabilidad Public Managers Management by Results Management by results collides with human resources (HR) models and practices in Latin American civil services. Culturally rooted practices in the region do not allow for alignment between HR and organizational strategies, articulation among major HR functions, decisions based on meritocratic criteria, and flexibility of HR systems that allow for adaptation to changes in the environment. From the point of view of new management models, these restrictions undermine any attempt to manage by results, because they prevent the required pre-existence of merit based decisions that guarantee the connection between career advancement and performance. Performance that is measured in terms of results or effective Management and Managers by Results: Face and Counterface Mercedes Iacoviello and Noemí Pulido contributions to the organizational mission and goals. The only way to overcome these restrictions is the alignment of organizational design, management by results, budget management and HR performance management. This paper focuses on performance management and its need to be intimately linked to the rest of HRM functions: employment, development, compensation and evaluation management. Since equity in HRM is a central requirement to obtain any established results, it will not be enough to work on just results, measures and indicators. Any effort to align HR policy and management by results must be based on a very obvious principle: better management requires better managers. 2008 artículo científico 1315-2378 https://www.redalyc.org/articulo.oa?id=357533672004 es http://www.redalyc.org/revista.oa?id=3575 Revista del CLAD Reforma y Democracia application/pdf Centro Latinoamericano de Administración para el Desarrollo Revista del CLAD Reforma y Democracia (República Bolivariana de Venezuela) Num.41 |
| format | Artículo científico |
| id | redalyc_357533672004 |
| language | es |
| publishDate | 2008 |
| publisher | Centro Latinoamericano de Administración para el Desarrollo |
| spellingShingle | Gestión y gestores de resultados: cara y contracara Mercedes Iacoviello Administración y Contabilidad Public Managers Management by Results Gestión y gestores de resultados: cara y contracara Mercedes Iacoviello Noemí Pulido Administración y Contabilidad Public Managers Management by Results Management by results collides with human resources (HR) models and practices in Latin American civil services. Culturally rooted practices in the region do not allow for alignment between HR and organizational strategies, articulation among major HR functions, decisions based on meritocratic criteria, and flexibility of HR systems that allow for adaptation to changes in the environment. From the point of view of new management models, these restrictions undermine any attempt to manage by results, because they prevent the required pre-existence of merit based decisions that guarantee the connection between career advancement and performance. Performance that is measured in terms of results or effective Management and Managers by Results: Face and Counterface Mercedes Iacoviello and Noemí Pulido contributions to the organizational mission and goals. The only way to overcome these restrictions is the alignment of organizational design, management by results, budget management and HR performance management. This paper focuses on performance management and its need to be intimately linked to the rest of HRM functions: employment, development, compensation and evaluation management. Since equity in HRM is a central requirement to obtain any established results, it will not be enough to work on just results, measures and indicators. Any effort to align HR policy and management by results must be based on a very obvious principle: better management requires better managers. 2008 artículo científico 1315-2378 https://www.redalyc.org/articulo.oa?id=357533672004 es http://www.redalyc.org/revista.oa?id=3575 Revista del CLAD Reforma y Democracia application/pdf Centro Latinoamericano de Administración para el Desarrollo Revista del CLAD Reforma y Democracia (República Bolivariana de Venezuela) Num.41 |
| title | Gestión y gestores de resultados: cara y contracara |
| topic | Administración y Contabilidad Public Managers Management by Results |
| url | https://www.redalyc.org/articulo.oa?id=357533672004 |