Remuneration and Performance Management

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

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REMUNERATION AND PERFORMANCE MANAGEMENT
Introduction
The essay helps in the entire analysis of the different types of similarities along with
the dissimilarities in the two articles which have been provided. Furthermore, the different
kinds of approaches have to be analyzed effectively with the critical analysis for the same as
well. The merits and demerits of performance management and remuneration approaches
have to be discussed which will help in providing in depth details effectively.
Dissimilarities and Similarities in Claims of Both Authors
Similarities
There are various kinds of similarities in both the articles in which this has been
commented by Biron, Farndale & Paauwe (2011), motivation is the key element in all the
organizations which helps in improving the overall morale of the employees and increases the
overall productivity of the organizations as well. Furthermore, Haines & St-Onge (2012), has
commented and opined that remuneration along with financial or non-financial motivation is
required to be provided to employees as this will increase morale of employees and increase
the overall productivity of the organization as well. Lastly, motivation and integration of
human resources is the key element which is essential in managing the overall efficiency of
the firm.
Dissimilarities
According to Haines & St-Onge (2012), this has been identified that various surveys
have been conducted which has helped in revealing the different kinds of inconsistent results
about the effectiveness of performance management. The current study helps in seeking to
address the various issues by investigating the system of performance management in more

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REMUNERATION AND PERFORMANCE MANAGEMENT
than 16 world leading firms. The respective article mainly focused on analyzing the overall
effectiveness of the firm and not the individual performance of the employees. There are
different kinds of theories based on performance management such as signalling theory
wherein the theory has suggested that the employees should be provided with tangible kind of
information as to understand the interests of the organization or the various future prospects
as well.
On the other hand, Anitha (2014), has commented and opined that performance
management of the employees is essential in nature rather than the overall performance of the
organizations. In order to increase the overall productivity of the organization, this is
essential in motivating the employees by providing remuneration and conducting regular
performance appraisal which will improve their morale and increases the overall productivity
as well. The different motivation theories along with performance management contextual
factors have been taken into consideration which will create huge influence on effectiveness
of performance management.
Approaches of Remuneration and Performance Management
In the first article, the various types of approaches of performance management which
have been used such as balanced scorecard approach which helps in analyzing and
identifying the different internal functions along with gaining positive external outcomes as
well. Both performance and remuneration management have been discussed in the article
which will help in managing the different kinds of approaches in an efficient manner.
Moreover, the long-term method is being used in performance management which
helps in analyzing the linkage between the needs of employees along with organizations as
well. Furthermore, the structured recognition of employees such as different kinds of rewards
for excellence helped in motivating employees to increase their morale of the employees.