Vivek Pimplapure, Anurag Joshi, Yogesh Gharpure, Mahesh Joshi, Bhavini Patel and Pushparaj Kulkarni
Purpose: For every business to succeed, "Human Resources' (HR) involvement in creating and enforcing efficient performance management systems" is crucial. The main aim of the existing study is to assess the role of HR in developing and implementing effective performance management systems. Methodology: A quantitative study is appropriate because of the complexity and variety of factors involved in HR's involvement in performance management. With the use of quantitative techniques, HR policies and procedures may be studied, analysed, and interpreted in great detail. To collect quantifiable data on perspectives and practises linked to performance management, surveys or questionnaires should be administered to a larger sample of HR practitioners and workers. Research the HR department's official responsibilities by reading through HR's rules, guidelines, and performance management documentation. Choose people from different roles within the company, such as HR executives, managers, and regular workers. Make sure you have a wide range of ages, genders, and job titles represented to get a full picture. Responses through structured questionnaire obtained from 253 employees as respondents. SPSS software used to apply factor analysis. Findings: Human resources' function in performance management is evolving in today's dynamic workplace. It includes things like long-term planning, training new staff members, and using cutting-edge software. Human resources professionals may play a pivotal role in fostering corporate success, employee happiness, and a culture of continuous improvement by responding to these shifts and adopting novel ways. The goal of every business should be to maximise the potential of its workers in order to accomplish its goals, and one way to do this is via the use of an effective performance management system. Practical Implications: Changes in the nature of work will have a significant impact on human resources' ability to design and execute efficient performance management systems in the future. Human resources experts will have to adjust to these shifts and look for novel approaches to boosting productivity, growth, and success. Originality: These structures need to be well-thought-out, equitable, data-driven, and congruent with the aims of the business. Human resources is accountable for more than just paperwork; they must foster a culture that values high performance and constant growth. Human resources play a critical part in performance management, which is essential to the growth and development of both the company and its employees.