Performance Management: Comparing Journal Articles on Effectiveness

This essay provides an in-depth analysis of two journal articles focused on performance management. It begins by comparing the approaches to remuneration and performance management systems presented in the articles by Biron, Farndale, and Paauwe (2011) and Haines and St-Onge (2012), highlighting their differing perspectives on the role of performance management in employee relations and organizational success. The essay then applies relevant theories to the practices discussed in each article, evaluating the advantages and disadvantages of each approach. Furthermore, it addresses the questions raised by the articles, particularly regarding the alignment of personal and organizational goals and the role of senior management. The conclusion emphasizes the importance of effective performance management for measuring employee performance, fostering employee relations, and contributing to overall business development. The essay underscores the potential negative impacts of performance management if not implemented carefully, based on the analysis of the two articles.

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

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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

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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.

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Response to the questions
The response related to the questions regarding the performance management can be
provided as per its application in the organisations. The communication needed for
performance management tool along with the climate of change that exists in organisations
can be considered as the main reasons for performance management. Thus, the anticipation of
the performance management can be considered based on the discussion and the results
obtained from the analysis.
The article of Biron, Farndale and Paauwe (2011) provides responses to the questions
between the alignment of personal and organisational goals. The fact that organisational goals
need to be matched with that of the personal goals can be considered as one of the most
effective factors that help in the development of the performance management tool. A link
can be made between the high performance culture as well as intention of the employees in
terms of evaluating the employee performance that exists in the organisations; this can be
attributed to the fact that development and training needs of employees can clarify the
questions based on the career choices.
From the article written by Haines and St-Onge (2012) it can be said that questions
based on the involvement of the senior managers can be taken into consideration and thus, the
effectiveness of performance management can be attributed to the fact that practise and
performance management can provide an effective analysis for the organisations. At the same
time, employee recognition can be considered for understanding the culture as well as the
strategic interaction that exists among the organisations. Therefore, the employee relations
can help in the development of a high score so that variables can be controlled and at the
same time effectiveness of the method based on analysis of the employee satisfaction can be
made.

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Conclusion
As a conclusion, it can be said that performance management can be considered as an
important approach for measuring the performance of the employees. The manner in which
performance management can help in the development of business and bring about proper
employee relation need to be based on its application. At the same time, the analysis of the
two articles identify the advantages and the disadvantages of performance management and
thus, it can be said that emphasise on building proper employee relation can be considered as
an important aspect for the development of an organisation. Thus, both the articles display the
ill effects that performance management can have on an organisation.

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Bibliography
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Buckingham, M. and Goodall, A., 2015. Reinventing performance management. Harvard
Business Review, 93(4), pp.40-50.
Haines III, V.Y. and St-Onge, S., 2012. Performance management effectiveness: practices or
context?. The International Journal of Human Resource Management, 23(6), pp.1158-1175.
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