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International Human Resource Management

   

Added on  2019-10-30

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Assessment Task 2A –Group task – ‘Group research and critical analysis review.'Student Name and ID: ___________________________________________Student Name and ID: ___________________________________________Student Name and ID: ___________________________________________Student Name and ID: ___________________________________________Tutorial (Day & Time)___________________________________________Topic: _International Human Resource Management ________________________________________________________Author(s) and year of publication 1.Beata Buchelt., 2015. Performance management in Polish companies internationalizing their market activities, The International Journal of Human Resource Management, 26:15, 1965-1982, DOI: 10.1080/09585192.2015.10417582.Boselie, P., Dietz, G., and Boon, C., 2005. Commonalities and contradictions in HRM and performance research. Human Resource Management Journal, 15, 67–94. doi:10.1111/j.1748-8583.2005.tb00154.x3.Buchelt, B., 2014. Performance management in Polish companies operating on international markets. Research Papers of Wroclaw University of Economics, 394, 61–72.4.Bartolomei, K., 2011. About external environments that influence employee behavior. Retrieved from http://www.ehow.com/about_6313245_external–environments–1

influence–employee–behavior.htmlWhat are the main contentions of each research paper? 1.(Beata Buchelt, 2015, p. 7). Internationalization has made organisations aware that their source of competitive advantage isn’t from modern technology but from effectivemanagement of human resource. 2.(Bartolomei, 2011, p. 100). Performance management has been a key research area that have been largely criticised and debated in human resource and international human resource. This is because the performance management as a concepts motivatesemployee performance. While assuming that performance management involves evaluating employees output against standards, performance management also have more complex strategies that require aggressive human resource managers to operate. It allows companies to concentrate more on the process than results.3 (First Author, year) 4 (First Author, year)List common concepts (ideas), propositions or theories that have appeared in the literature review of these research articles. Don’t forget to add a reference (citation) after each point to assist with comparing and contrasting the research articles. Performance management(Boselie, Dietz, and Boon, 2005, p. 50). This is the most common approach to measuring employees' performance, and it assumes the interaction of elements such as goal setting, performance appraisal, compensation, training, and development (Beata Buchelt, 2015). The process focuses on employee traits, behaviors, work effect formation which strives towards value-added creation for all stakeholders.The process of performance management system structure aids managers in making decisions 2

regarding compensation and promotions of employees. Determinants that influence performance.Identify and list key issues that have been discussed in the literature review of each research article. Are there any similarities or differences in the type of issues that have been discussed in the research articles? For example, have two authors raised similar issues?Performance management as a tool to motivate employees (Bartolomei, K., 2011, 22). Employee performance management was subjective until the late 1980s when there were increased issues related to workforce motivation. The development of proper system design and its implementation helps in improving staff morale internationally. In 2006 over 90% of respondents had embraced performance management (Beata Buchelt., 2015, p. 6).Features of Employees Performance Management.There are a number of features of the employee performance management systems which have been discussed below. They include:The data on the systems objectives haven’t changed over the years. Employee management was used to plan training, recruitment, staffing, promotion and selection processes (Beata Buchelt, 2015, p. 4).The second feature is its connection with HR actors. Results from various researchers have differed, but there's a trend with regards to the line manager and employees playing a major role in the improving staff morale.The tendency to involve other entities in the PM is the third feature. Co workers, consultants, subordinates and external clients have been involved in the process.Do any of these research articles use the same method of data collection or analysis? Listthe method of data collection and analysis for each article and note any points of interest.Yes, the articles use the same method of data collection which includes:Questionnaires3

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