Assessment 2A: Group Research and Critical Analysis of IHRM

This report provides a critical analysis of several research papers focusing on International Human Resource Management (IHRM), specifically examining performance management within internationalizing companies. The analysis covers key contentions, common concepts, and determinants influencing performance as discussed in the literature. The report identifies similarities and differences in the issues raised across the research articles, including the use of questionnaires for data collection and the demographics of the participants studied. The findings highlight the importance of employee motivation, performance-based compensation, and the role of supervisors in performance appraisal processes. The report also compares the suggestions for future research and emphasizes the need for broader research, including developing countries, and larger sample sizes to allow for generalization. Finally, the report concludes by emphasizing the contribution of these studies to the broader understanding of IHRM and the importance of performance management systems in achieving a competitive advantage.

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: 10.1080/09585192.2015.1041758
2. 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.x
3. 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.
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Retrieved from http://www.ehow.com/about_6313245_external–environments–
influence–employee–behavior.html
What 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 effective
management 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 motivates
employee 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,
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work effect formation which strives towards value-added creation for all stakeholders.
The process of performance management system structure aids managers in making decisions
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.
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Do any of these research articles use the same method of data collection or analysis? List
the 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:
 Questionnaires
They have been used to seek answers concerning the performance management of companies
that are internationalizing .the questionnaires consisted of questions that covered the IHRM
issues.
Make a note of who was studied in each research article. Are the participants from
similar or different industries /sectors, regions, nationalities, gender? Note other
demographic variables of interest.
The research involved companies in the same industry over a period. These companies are
from the same nation but different regions within that country.
Consider the findings of each research article and how each has contributed (added) to
the knowledge on the research topic. Write down at least one point for each research
paper. (Paraphrase – i.e., use your own words)
(Buchelt, 2014, p. 62). Findings show that most companies focus on the process rather than
the results. The supervisors and employees are the ones involved highly in the appraisal
process hence there have to exist a cordial relationship among subordinates and superiors for
the process to be effective. Also companies have embraced performance based compensation
structures whereby employees are rewarded in accordance with their performance. This may
act as a motivation for them to work harder boosting the company’s performance.
How have these research studies contributed to the broad knowledge on this topic?
(Paraphrase – i.e., use your own words)
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Most companies have now embraced the performance management system which has made it
easy to carry out human resource functions. The performance based method of compensation
will act as a motivation for employees to work hard and in return increasing the profits of the
company. Organizations that ensure employee satisfaction and participation have a distinct
competitive advantage. Therefore the human resource department in companies should
actively pursue performance management.
Compare the suggestions for future research across these research articles and note any
similarities or differences. Do the authors of these research papers concur (agree) on
the future direction of research on this topic? Note any differences in the
recommendations for future research directions or suggestions. (Paraphrase – i.e., use your
own words)
Researchers have concentrated on emerging economies leaving behind the developing
countries such as EU states like Poland. For a concrete finding research, the sample needs to
be large enough to allow for generalization.
(Bartolomei, 2011, p. 90). Researchers agree on the future direction of the research topic since
the data collected and conclusions made lays the foundation for further research.
List of References
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: 10.1080/09585192.2015.1041758
2. 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.x
3. Buchelt, B., 2014. Performance management in Polish companies operating on
international markets. Research Papers of Wroclaw University of Economics, 394, 61–
5

72.
4. Bartolomei, K., 2011. About external environments that influence employee behavior.
Retrieved from http://www.ehow.com/about_6313245_external–environments–
influence–employee–behavior.html
5. Clardy, A., 2013. A general framework for performance management systems:
Structure, design, and analysis. Performance Improvement, 52, 5–15.
doi:10.1002/pfi.21324
6. Claus, L., & Briscoe, D., 2009. Employee performance management across borders: A
review of relevant academic literature. International Journal of Management Reviews,
11, 175–196. doi:10.1111/j.1468-2370.2008.00237.x
(500 words per student)
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