A major challenge for Strategic Human Resource Management research in the next
decade will be to establish a clear, coherent and consistent construct for organizational
performance. This paper describes the variety of measures used in current empirical research
linking human resource management and organizational performance. Implications for future
research are discussed amidst the challenges of construct definition, divergent stakeholder
criteria and the temporal dynamics of performance. The concept of performance information
markets that addresses these challenges is proposed as a framework for the application of
multi-dimensional weighted performance measurement systems