Human resource is one of prestigious departments in the functioning of any organization. Human resource involves issues relating to human capital and employees’ working environment. It is harder for organizations that have invested in their human resources to achieve their objectives. However, for an effective and smooth realization of human resource, it is imperative for one to consider ethical and political challenges. The paper revolves around various aspects related to human resource in organizations. As the head of HR, it is quite crucial to assess any implementation that concerns the performance management systems. Therefore, it is indispensable for organizations to have performance management systems that are meant to ensure attainability of the set goals and objectives. Performance management can be defined as a systematic process in which organizations seek to improve their overall performance by assessing and improving the performance of individuals within their respective teams’ framework (Barani & Rajesh 2012, p. 168). T herefore, it stands out as a mechanism that not only “promotes or realizes a superior performance through an effective communication of expectations but also one that defines roles guided by a competent framework besides establishing benchmarks that can be achieved” (Bianchi & Rivenbark 2012, p. 509). The continuous process requires an unremitting collaboration or interaction between employees and supervisors throughout the year. In the implementation of a new performance management system various issues need to be factored such as the capability of the system to promote or facilitate the achievement of the set goals. To ensure the achievement of the objectives, various tools or issues relating to proper functioning of an organization have to be considered. These include job design, training and reward system, leadership development, continuous progress review of the system, feedback, communication, and coaching (Bianchi & Rivenbark 2012, p. 509) all of which need to be geared at improving performance among other programs that are aimed at developing employees and rewarding their achievements. An outline for a progress report concerning the implementation of the new performance management system to be presented to the CEO entails the following actions. Before its implementation, it is required that the mission, aims, and objectives of the system are well known to ensure that the system conforms to or addresses the key problems or aims of the organization. In addition, clear performance expectations that encompass behaviors, actions, and the expected results should be established. This will help the employees in an organization to understand what is expected of them hence helping to realize the aims of the organization. This will also assist to eliminate unimportant jobs, which do not add value to the organization. In the implementation process of the new performance management system, it will also be crucial for the CEO to put into consideration the time factor. The new system should be implemented within a specific period to ensure that it is used effectively as planned. Another consideration is the availability of resources in terms of human and financial capital to set up the system. For instance, when an organization plans to undertake tra