Performance Management Practices in Managing Human Resources In Project-Based Organizations: A Study of NGOs in Batticaloa District

Abstract

The PBOs increasingly face sustainability and responsibility as pressing challenges in today’s society. These organizations need flexible, smart, and technically advanced performance management practices that form the foundation of conversations, changes and progress. Furthermore, stakeholders in productivity and efficiency are now valuing innovation, creativity, and problem-solving. To live up to these expectations, organizations need to continuously improvise their performance management strategies. Organizational performance is the sum total of, employees’ individual performance. The success of PBOs is based on employees doing their best to achieve project objectives. Human resources are the powerful value for every organization. Organizations cannot function without human resource support because, they are the responsible for handling non-human resources in order to achieve the organizational goals. Therefore, the organizations are adopting the performance management practices to improve their project performance and sustainability of the organization in an effective and efficient manner. It helps to them completing their project activities within triple constrains. The aim of this study is to assess the PfM practices in selected three PBOs with ten sample interviewees, particularly in the context of the NGOs in Batticaloa, Sri Lanka. And identify the practices effect on the project success and organizational sustainability. These practices involve setting clear goal (SMART), providing feedback, review and rewarding system, managing poor performance andmaintaining high-performance using various tools and techniques, that are align with the organizational goals and mission. The implementation of the PfM practices face several challenges including, resource allocation, communication barrier, lack of technology, doners requirements and socio-culture of the organization. Many organizations emphasize staff capacity building, competency employment and professional growth to address these challenges. Despite these efforts, the effectiveness of PfM practices can be undermined by limited funding and fluctuating project timelines. As such successful performance management in PBO’s requires a balanced approach that aligns project HRM practices with local needs and the broader objectives of humanitarian and developmental project work towards the sustainability of the organizations.