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The purpose of this paper is to analyze the management process considering risks and performances in developing new products.

The paper provides risk factors and performance factors based on literature reviews and then discusses risk and performance management processes during the product development period. Some lessons for effective risk management and performance measures are reported.

The timing of risk management and performance measures is important to the impact level of performance.

This proposed framework could be used as a basis for systematic management of R&D investment projects.

The paper provides insights into the R&D committee's role in developing new products.

The essential investments in new product development (NPD) made by industrial companies entail effective management of NPD activities. In this context, performance measurement is one of the means that can be employed in the pursuit of effectiveness.

Human resource development (HRD) has been considered in enhancing organisational operations as human resources are vital for organisational performance. This study aims to examine the role of HRD on the effectiveness of public procurement in Tanzania.

This study employed a cross-sectional research design under which data was collected from 168 procurement professionals in Dodoma city, Tanzania. Structural equation modelling (SEM) was employed to analyse the collected data and examine the structural relationships between HRD and the effectiveness of public procurement in Tanzania.

The findings revealed that all the variables of human resource development; career development, training and performance appraisal, are statistically significant and positively related to the effectiveness of public procurement. Therefore, the findings reveal that career development, training and performance appraisal as HRD practices play an important role in enhancing the effectiveness of public procurement in the surveyed public procuring organisations in Tanzania.

This current study divides HRD into three main practices: career development, training and performance appraisal. This limits the study's applicability to other HRD practices that organisations may institutionalize to public procurement professionals who work in various public organisations in Tanzania.

This paper integrates the concept of HRD and public procurement effectiveness. Therefore, the study adds value to the literature on human resource management and public procurement management.

In a review of the literature, supported by six case studies, executive development for senior managers in public and private organisations is explored in depth. The study looks at the roles and responsibilities of the chairman, CEO, executive and non‐executive directors, the required capabilities to achieve successful performance, and the related executive development activity implemented to support these. Methods of delivery, development needs analysis and evaluation are explored in case organisations to ascertain current practice. A detailed review of the leadership and governance literatures is included to highlight the breadth of knowledge required at director level. Key findings of the study include the importance of focusing executive development on capability enhancement, to ensure that it is supporting organisational priorities, and on its thorough customisation to the corporate context. Deficiencies in current corporate practice are also identified.

The purpose of this paper is to formulate the process of measuring and benchmarking the performance of sustainability development of organizations as a multi-criteria analysis problem and presents an objective approach for solving the problem in a simple manner.

An objective approach is developed for benchmarking the sustainability development performance of individual organizations in the context of multi-criteria analysis. The relative importance of the sustainability indicators is determined independent of the subjective preferences of the decision maker using the concept of information entropy. A modified technique for order preference by similarity to ideal solutions is used for effectively incorporating the objective indicator weights into the process of determining the overall performance of sustainability development of each organization. As a result, an unbiased overall ranking of individual organizations on the performance of their sustainability development can be obtained.

The proposed approach is applicable for measuring and benchmarking the performance of organizational sustainability development through the presentation of an example.

The originality of the paper is on the development of the objective approach within the context of multi-criteria analysis for measuring and benchmarking the performance of sustainability development of individual organizations.

The purpose of this paper is to examine the impact of human resource development practices on employee performance in small and medium scale enterprises.

An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 500 employees of the selected SME’s. The validity of the model and hypotheses was tested using structural equation modeling. The reliability and validity of the dimensions are established through confirmatory factor analysis.

The results indicate that some human resource development practices impact employee performance. Performance appraisal however does not impact employee performance of the firms studied.

The research was undertaken in small and medium scale enterprises, and the analysis based on cross-sectional data which cannot be generalized across a broader range of sectors.

The findings of the study will help stakeholders, policy makers and management of SME’s in espousing appropriate and well-articulated HRD practices to improve employee competencies and enhance organizational effectiveness.

This study extends the literature by empirically adducing evidence that, human resource development practices impact employee performance of small and medium scale enterprises in Ghana.

The purpose of this study is to investigate individual and organizational factors that influence the relationship between career development and job performance improvement.

This study adopts multilevel analysis, using the 2013 Human Capital Corporate Panel data set compiled by the Korea Research Institute for Vocational Education and Training.

Taking into consideration 572 employees over 61 companies, our findings reveal that job satisfaction and organizational commitment are significant individual factors that affect job performance through career development. Moreover, mentoring/coaching is found to be an organizational factor that influences job performance improvement through career development, while job rotation interferes with job performance through career development.

The framework of the present study is consistent with the framework for organizational career development created by McDonald and Hite (2016), which emphasizes considering both organizational and individual factors together.

The results of this study provide empirical evidence and practical implications for leaders, line managers and human resource managers who are responsible for employees’ career development when they plan career development interventions.

This study offers a conceptual framework for career development, paying special attention to multi-level development.

The key to successful project management is knowing how well the process is performing to prevent problems rather than fix them after they occur. Success measurement in product development has emphasized end‐result measures of overall project performance or economic value. The product development literature has largely ignored process performance (i.e., the measurement of how effectively the product development process is actually working). Process performance may be an early warning signal of downstream problems in a project's quality, time, or productivity. This paper proposes a model of process performance at the project level during product and process engineering. The model suggests that process performance mediates the influence of concurrent engineering (process choice) on overall project development performance. This process performance model is tested in the automobile industry using a sample of 406 product development projects in Germany and the USA. The theoretical and practical implications of the findings are discussed.

This study aims to probe into the influence of new product design and new product development process management on development performance. The research finding demonstrates that product design reveals positive and significant influence on new product development performance. Through statistical analysis, this study finds that companies in Taiwan value new product design. When companies value it more, they tend to have better new product development performance. With regard to the relation between new product development process management and new product development performance, the empirical results demonstrate that companies would pay more attention on new product development process management. With regard to new product idea and assessment, concept design and development, product function test and mass production in the market, through statistical analysis, this study finds that companies that value process management of new product development tend to have better new product development performance. As to the influence of new product design and new product process management on new product development performance, statistical analysis result demonstrates that the integration between new product design valued by companies in Taiwan and development process management would lead to significantly positive influence on new product development performance of the companies.