Performance and Remuneration Management

Running head: PERFORMANCE AND REMUNERATION MANAGEMENT
Performance and Remuneration Management
Name of the Student
Name of the University
Author note

PERFORMANCE AND REMUNERATION MANAGEMENT 1
Introduction
The assignment helps in analysing the different kinds of similarities along with
differences in both the articles along with claims of the authors in the article as well. The
different approaches which have been used is required to be discussed along with advantages
and disadvantages of the performance management with critical analysis is required to be
presented with different arguments.
Similarities and Differences Between Claims of Authors
Differences
According to Biron, Farndale & Paauwe (2011), this has been analysed that after
conducting various kinds of surveys, this has been identified that there is ineffectiveness in
the performance management of the organizations. Furthermore, the respective article helps
in identifying that the inconsistencies is related to the insufficient kind of understanding of
the various factors which can increase the effectiveness of the system of performance
management in different organizations. The article helps in analysing the involvement of the
senior management along with communication techniques which is necessary in nature in
communicating the expectations of the performance from the employees.
However, on the other hand, Haines & St-Onge (2012), have commented that the
employee performance management is essential in nature rather than the overall performance
management of the firm. The motivation of the employees is essential in nature which will
increase the overall productivity of the organization along with analysis of the climate which
is essential in nature to bring in efficiency in the different tasks which are being performed by
the employees. Lastly, the main focus in the respective article is on the performance appraisal

PERFORMANCE AND REMUNERATION MANAGEMENT 2
methods which are required to be identified for receiving positive performance management
outcomes efficiently.
Similarities
However, Anitha (2014), has commented that there are various kinds of similarities in
the two respective articles which is inclusive of the increasing the overall productivity and
improving the performance of the organizations and employees. There should be inclusion of
motivation which is required to be provided to the employees in the organization. Van
Dooren, Bouckaert & Halligan (2015), has hypothesised that motivation is the major factor
which is required to be taken into consideration as this is essential in improving the overall
effectiveness of the organization. The relevance of the different variables has been discussed
which is inclusive of the training provided to employees along with proper integration of the
human resource management in the organization as well.
Performance Management and Remuneration Approaches Used in Both the Articles
In the first article, the different approaches which have been used is the balanced
scorecard approach as this helps in identifying and improving internal functions of the
business along with their resulting in external outcomes effectively as well and provide
feedbacks to organizations as well. Both remuneration and performance management
approaches have been used in both the articles.
The long-term approach is used in performance management which stresses and
maintain linkage between employee and organizational needs. The structured recognition of
employees approaches such as annual excellence awards as this motivates the different
employees to perform the best and achieve the organizational goals through the usage of