Performance Management: Analysis of Two Journals

Running head: PERFORMANCE MANAGEMENT
Performance Management
Name of the Student
Name of the University
Author Note

1PERFORMANCE MANAGEMENT
Introduction
Performance management is an important motivational tool that is adopted by various
organisations. Therefore, the process has increased at a considerable rate in the past year. The
essay provides an analysis of two journals that deal with performance management, the
similarities, and the differences that exist in each of the papers. The comparison is made by
stating the approach undertaken for the remuneration and performance management system
along with the application of theories that help in providing the advantages and disadvantages
of the journal articles. Response to the questions posed by the articles is also stated in the
essay.
Approach to remuneration and performance management system
In the article presented by Biron, Farndale and Paauwe (2011), performance
management system is stated as the cause for depleting relationship between the employees.
It is usually stated to be of assistance for the top-level managers and thus, is considered to
develop a strong alignment with HR goals and organisational goals. The article also states
that the performance management system can be used as a strategic and tactical tool for most
organisations. It can help in the formulation and attainment of these goals and thus, the
remuneration paid based on achieving the goal can help in the motivation of the employees.
The article also provides an analysis of the effectiveness of communication that can help in
engaging in the remuneration of the business.
On the other hand, from the article of Haines and St-Onge (2012) it is seen that
performance management system is falling short of the expected results and is the cause for
lack of proper organisational performance. For performance management to be undertaken
the key activities of the employees are taken into consideration. Along with this, the article
also provides an analysis of the performance management practises that are undertaken by the

2PERFORMANCE MANAGEMENT
organisations. The performance management training as well as the multisource feedback can
be considered as an effective way of employee recognition. Thus, the analysis takes into
consideration contextual factors such as organisational culture and employee relations for the
development of the business. These can help to ensure that remuneration of the employees
can be effective for maintaining proper employee performance.
Application of theories to practise offering advantages and disadvantages
From the analysis of the two articles, it can be seen that performance management is
considered more as a menace for the organisations than a boon. The rift between employees
is attributed to the process of performance management. The application of the theories
related to performance management can be considered as an extent to which senior managers
are involved. The application of theories includes the interview method for maintaining the
performance management of the employees.
From the analysis of the article of Biron, Farndale and Paauwe (2011) it can be seen
that the effectiveness of the performance management can be attributed to the high
performance firms and thus, the advantages provided to these firms can be the fact that a
collaborative effort for employee development can take place. Therefore, HRM practises
based on maintaining strategic and tactical goal can be considered as an advantage for the
performance management.
At the same time, in the article of Haines and St-Onge (2012) motivation theories are
considered for the performance management. The advantage as well as the disadvantage that
is caused by the application of the motivational theory is that employee recognition can be
considered as a manner in which behaviour can be shaped. Thus, the article contributes to
understand the factors that can be involved for employee recognition as well as for maintain
proper performance management.