Role of Human Resource Management in managing Employees’ Performance

Running head: HUMAN RESOURCE MANAGEMENT
Role of Human Resource Management in managing Employees’ Performance
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HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction......................................................................................................................................2
Article 1...........................................................................................................................................2
Article 2...........................................................................................................................................4
Article 3...........................................................................................................................................6
Article 4...........................................................................................................................................9
Analysis of the Articles.................................................................................................................11
Conclusion.....................................................................................................................................14
References......................................................................................................................................15

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Introduction
Human resource management plays the most significant role within an organisation.
Starting from recruiting and selecting the right people, human resource department develops the
cohesive work performance within an organisation. According to Jackson, Schuler and Jiang
(2014), the effective human resource management contributes towards the establishment of the
high performance attributes among the employees. The strategic HRM even identifies the future
opportunities for the better positioning of the organisational and helps in strategic decision
making process. The direct observation of the human resource department towards the
performance parameter of the employees develops the high quality working scenario within an
organisation.
The study would concentrate on the effectiveness of the human resource management on
employee performance management. The study would present the structured review of four
different articles that will be demonstrating the organisational functions in different departments
based on the employee performance management. The comparisons between the articles will
also be discussed in this study.
Article 1
Francis Noronha, S., Aquinas,, P. & Doreen Manezes, A. (2016). Implementing Employee
Performance Management System: A Scoping Review. International Journal of
Management and Applied Science, 2(5), pp.85-88.
The article Implementing Employee Performance Management System: A Scoping
Review is widely concentrating on developing the insightful knowledge regarding the

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performance process. The article defines that the implementation of any system demands the
structured and meticulous planning at the initial stage. The synchronized and systematic planning
is not the only criteria for implementing any particular system management within an
organisation. The careful execution of the entire planning in a systematic way determines the
improvement of the performance within the organization. The article investigates the area of
performance management as a whole. It is thus defined that when the human resource involves in
the execution process of any system management, the task becomes quite challenging. A skilled
and systematic performance management system (PMS) requires scheduling various parameters.
The study is thus identifying those parameters and the role of the human resource management in
achieving the entire initiatives.
According to Francis Noronha, Aquinas and Doreen Manezes, (2016), a well executed
performance management system is much beneficial in establishing the higher employee
engagement. Moreover, it ensures a more committed workforce that is adaptive to change and
quite flexible towards accomplishing the business goals. Employee engagement has the clear
impact on the employee performance level and improvement in the business practices (Shen &
Benson, 2016). On the other hand, the study also describes the consequences faced due to the
failure of PMS. It is noticeable that the failure of the performance management system is mostly
visible during the implementation phase. It is assumed that the primary reason for this failure is
the lack of systematic planning. The extensive research on this context indicates that almost 70%
of the performance management system fails during the implementation stage. However, it is
also noticed that the failure rate has been decreased with time due to the advancements brought
to the business functionalities. The failure rate is expected to be decreased up to 56%, which is
highlighted in the recent studies.