Critical Thinking and Analysis: A Comparison of Performance Management Methods

This essay compares and contrasts two journal articles on performance management methods. It discusses the similarities and differences between the authors' perspectives and highlights the importance of understanding the effectiveness and practices of performance management.

Critical Thinking and
Analysis

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAINBODY...................................................................................................................................3
Compare and Contrast two journal articles about performance management methods..............3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Critical thinking is the process of analysing and evaluating of an problem or issues in
order to form adequate judgement. This skill is essential for individuals because it enhance
presentation and language skills. It is not only supported to express ideas but also enhance
comprehension capabilities. This skill will play significant role in this essay because there will
compare and contrast two articles that are based on performance management methods.
MAINBODY
Compare and Contrast two journal articles about performance management methods
Similarities between two authors what they are claiming
Michal Biron, Elaine Farndale & Jaap Paauwe have quoted in their published article that
performance management is essential for organization success because it comprises range of
activities in order to improving individual’s performance within workplace by organizations.
Michal Biron stated that from past few years, there are various multinational companies uses
performance management system for evaluating and improving individual’s performance. Rater
training, clear communication, tactic and strategic goals etc. are highly essential for the
performance management system because all these factors support to improve individual’s
performance. for example, strategic goals and tactic goals develops platform for the company
because it helps to understand needs of market and company then company enables to train it’s
staff with performance management system. Rater training is the best method to make
responsible individuals for their performance. With such training organizations will ultimately
achieves effective outcomes of performance management system.
As per the view of Victor Y. Haines III & Sylvie St-Onge, performance management plays vital
role in leading success of the business. Article on performance management effectiveness has
highlighted significance of performance management for the business-like Michal Biron’s
article. According to Victor Y perspective, most of the company’s practices performance
management system for improving performance of individuals in such case, it is essential for the
company to aware them about purpose of performance management because when they have
knowledge about performance management system then they perform all tasks effectively.

Tomaževič, Tekavčič and Peljhan, (2017) said in their article that performance management is
generally dependent on several factors like training, multisource feedbacks and employee
engagement culture helps to enhance individual performance successfully. These factors keep
similar goals like above stated article. For example, training is required to improve weak area of
individuals and develops new skills which supports individuals to fulfil current and future needs
of the company in the workplace by practicing effectively.
From the above discussion can be analysed that both authors have discussed about
significance of performance management for all companies weather it is MNC’s or small-scale
companies. Employer and it’s practices plays crucial role in successfully implementing
performance management system which is major similarity of both journal articles.
Differences between two authors what they are claiming
Michal Biron, Elaine Farndale & Jaap Paauwe have highlighted in their published article
that it is essential for the company and employees to understand effectiveness of performance
management because most of the companies practices this system without having adequate
knowledge as resulted, they do not achieve those effective result. It is the major issue that is
identified by investigating performance management system in more than 16 world’s leading
firms. According to Rodriguez and Walters, (2017) , performance management system comprises
four facilitators such as senior manager in the process, formally training performance raters,
clear communicating performance expectation and strategies and tactical element which supports
to practice performance management system effectively. Michal Biron stated that organizational
culture does not play efficient role in managing individual performance as compared strategic
goals and information. Tactical goals help in gathering information and mainly emphasizes on
performance evaluation at the individual level. Michal Biron, Elaine Farndale & Jaap Paauwe
have used signalling theory that supports to understand individual’s behaviour for formal training
and helps to determine all management issues which faces by organizations in order to provide
formal training.
As illustrated by Victor Y. Haines III & Sylvie St-Onge have focused on measurement
issue related to employee performance management in their published article. They claimed that
formal training is not enough solution to resolve issue related to performance management. The

reason behind is that most of the public and private companies provides formal rater training to
the staff in order to improve their performance but such rater training creates stress in individuals
due to this they lost their interest in involving engagement activities. Ishizaka and Pereira, (2016)
said that culture, climate and strategic integration of human resource management assists in
achieving all effective results from performance management system. Strategic integrating HRM
perform various roles like develops strategic goals according company’s needs for the employees
then gathers information from multisource. Later on, management conducts training program and
analyse individual performance with support of trainer. Thus, HRM enables to achieve
productive improvement in individuals working at the workplace. authors have used different
models like regression and conceptual model which express interrelation between employee’s
recognition and performance management effectiveness.
From the above discussion can be analysed that Victor Y. Haines III & Sylvie St-Onge
emphasized on management and employees’ practices to achieve effective by implementing
performance management system effectively. They claimed formal training is not only enough to
improve individual’s performance it creates stress in individual and demotes them for improving
skills. So, companies must comprise strategic integration of human resource management and
corporate culture that will help to achieve all goals of the business. While Michal Biron, Elaine
Farndale & Jaap Paauwe argued and stated that formal rater training makes individual
responsible and encourages them to give outstanding performance. corporate culture does not
give any impact on performance management system.
However, DeNisi and Murphy, (2017) perspective have quoted in their published article
that main goal of the performance management is to ensure the company and it’s all subsystems
like employees, processes works together in order to gain optimum outcomes which are desired
by firms. Performance management is an on-going process of determining, measuring and
improving performance of organization’s employees and aligns all performance with strategic
aims of the company. Communication and effective training are essential attribute of the
performance management system because with the communication skills management of the
company understand weak area of individual which is actually required to improve in order to
achieve overall effective performance. On the other hand, training provides opportunity to

individuals for improving their existing skills and develops new skills which can make their
career brighter.
As per the view of Cappelli and Tavis, (2016) communication is essential factor because
it brings understanding individuals about purpose of performance management system. When
individuals allow to communicate with it’s team members regrading task that builds good
relationship between each other and maintains their wellbeing. On the other hand, multisource is
a typical form of feedback that supports company to understand needs of individuals and builds
good relationship between company and employees. Another factor is employee engagement
culture that keeps them proactive and enthusiasm to deal with all situation either favourable and
non-favourable.
Aguinis, (2019) stated in their published books that performance management process
comprises various steps such as planning, coaching, reviewing and action which plays significant
role in improving individual performance systematically. Human resources of companies
requires to practice all process of performance management step by step because each step
interlink with others. With implication of all process companies enables to enhance working
performance of individuals while employees get chance to build own recognition in the
workplace by offering outstanding performance in training session.
CONCLUSION
It has concluded brief discussion about two journal articles which have emphasized on
performance management methods. This essay has summarized other authors perspectives who
stated about performance management system in their published articles and books. Overall
essay has provided understanding that companies requires to gather extensive information
regarding performance management system and employees viewpoint then they can practice and
achieve desirable outcomes effective from such system.

REFERENCES
Books and Journals
Aguinis, H., 2019. Performance Management For Dummies. John Wiley & Sons.
Cappelli, P. and Tavis, A., 2016. The performance management revolution. Harvard Business
Review, 94(10), pp.58-67.
DeNisi, A.S. and Murphy, K.R., 2017. Performance appraisal and performance management:
100 years of progress?. Journal of Applied Psychology, 102(3), p.421.
Ishizaka, A. and Pereira, V.E., 2016. Portraying an employee performance management system
based on multi-criteria decision analysis and visual techniques. International Journal of
Manpower.
Rodriguez, J. and Walters, K., 2017. The importance of training and development in employee
performance and evaluation. World Wide Journal of Multidisciplinary Research and
Development, 3(10), pp.206-212.
Tomaževič, N., Tekavčič, M. and Peljhan, D., 2017. Towards excellence in public
administration: organisation theory-based performance management model. Total
Quality Management & Business Excellence, 28(5-6), pp.578-599.
Online
Michal Biron , Elaine Farndale & Jaap Paauwe. Performance management effectiveness:
lessons from world-leading firms. 2011. [Online]. Available Through:-
<file:///C:/Users/hp/Desktop/_One%20- 0Journal%20article%2011597625502051.pdf>
Victor Y. Haines III & Sylvie St-Onge. Performance management effectiveness: practices or
context?. 2012. [Online]. Available Through: <file:///C:/Users/hp/Desktop/_One%20-
%20Journal%20article%2021597625502050.pdf>