Evaluating Performance Management Methods: A Comparative Analysis

This essay provides a comparative analysis of performance management methods, drawing from two journal articles. It explores the significance of performance appraisal, highlighting its role in identifying performance gaps and guiding employee development through training and motivation. The essay contrasts perspectives on employee recognition, rewards, and the importance of addressing performance issues. It delves into various training methods, including coaching, mentoring, and job enrichment, and emphasizes the need for unbiased evaluations by trained supervisors. Furthermore, it discusses the strategic integration of organizational and individual goals, the use of 360-degree feedback, and the application of statistical tools for accurate performance measurement. The essay concludes by underscoring the importance of well-trained supervisors to minimize bias in the appraisal process and the implementation of systematic and continuous evaluation for organizational success.

PERFORMANCE MANAGEMENT METHODS
PERFORMANCE MANAGEMENT METHODS
Name of the student:
Name of the University:

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Introduction
Performance appraisal or performance management is the most crucial task done by the
supervisors or by the managers to evaluate the performance of the employees. Through the
evaluation one can measure the gap between employee’s actual performance and the expected
performance (Noe, Raymond A., et al 2017). In the appraisal process there are some standards
and the judgment done through comparing the performances with the relative standards. Through
recognizing the gap one can identify that which kind of training or development required to fill
the gap (Ahmed, Tarek M., et al., 2016). Performance appraisal is the process through which the
difficulties and problems facing by the employees can be identified. This identification is
necessary to apply the trainings and development programs to make employees more efficient.
Journal written by V.Y. Haines and S. St - Onge emphasized that the employee performance can
be developed by proper motivation and through handling the grievances in a strategic way. In
other hand journal written by M. Biron et al in which he elaborated the performance appraisal is
the task of evaluating the performances through which rewards and recognitions can be
mechanized and training or coaching also can be organized if required.
Discussion
This essay will make a comparable evaluation between the two journals written by
V.Y.Haines and S.St-Onge and M.Biron et al on the topic performance management.
According to M. Biron, et al performance related activities should be rewarded if it meets
the target. The goals and objectives are set after recognizing the objectives of individuals and the
goals of the organization. The relation between the organizational goals and the goal of an

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individual is established strategically that one’s effort to achieve his or her goal also helps the
organization to achieve organizational goal and objective automatically.
On other hand V.Y.Haines and S.St-Onge emphasized that through employee recognition
organizations can enhance the performances of the employees and the rewards also make them
more energetic and goal seeker. If any employee cannot able to meet the requirements of the
organization then supervisors or manager should identify the certain problem or the cause behind
it to make a proper solution for it.
Motivation is the process through which employee’s commitments, loyalty, energy and
creativity can be developed in effectual manner. According to V.Y.Haines and S.St-Onge
motivation can improve the performances of the employees. Other side M.Biron et al elaborated
that motivation is the way to erase the negativity and negative thoughts from the employee’s
mind. Employee’s engagement to the work can be enhanced through the motivation and through
these employees will empowerment will gain and employee will get a stress free life. Working
atmosphere will be more cooperative and there will be more belongingness between the
employees which results as more growth.
According to V.Y.Haines and S.St-onge, training is most essential thing which can
improve the performances of the employees. After evaluating the performances one can derive
that what kind of training is actually needed to make employees efficient. The training can be
done in several forms like coaching, mentoring, grooming, classroom training, work shop and
through face to face communication. Job enlargement and job enrichment are another way to
make employees experts in several fields. Through committee assignment one can be also trained
in an observed way. According to M. Biron et al the supervisors or the managers should be well

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know ledged and well trained to make bias less appraisal of the employees and if the manager is
not an expert then he or she will be obviously do bias in the evaluation process and that will
hamper the productivity of the employees.
According to M.Biron et al evaluation of performances is a systematic and continuous
process to identify and measure the performances of the employees to align their effort with the
goal of the organization. It is done with the effective involvement of senior members and clear
communication is mostly effective way to elucidate the expectations. Expected outcomes and the
desire activities are dealt with the employees by the senior supervisors to set the expected
outcomes from the employees. Another side V.Y.Haines and S.St-Onge elaborated that the whole
system is depends on good industrial relation and the organizational behavior have very
influencing impact upon the outcomes of the employees. If there is good relationship between
the employer and the employees then the expected outcomes will be higher because for their
cooperative nature of work.
M. Biron et al states that the performance appraisal should be based on several opinions.
This kind of evaluation is called 360 degree performance appraisal. Here the appraisal will be
done by mangers, coworkers and subordinates (Armstrong, Michael, and Stephen Taylor. 2014).
This is the modern method of performance appraisal and this reveals the evaluation from several
aspects. Other methods of evaluation are judgmental method, paired comparison method,
absolute standard method, and critical incident technique. According to V.Y.Haines and S.St-
Onge the evaluation should be done by using several statistical tools like regression and
correlation. This kind of analytical tools shows the appraisal in a graphical way and reveals the
accurate measurement. Strategic integration of the organizational goals with the individual tasks
is the best way to achieve the organizational objectives. The evaluation should be based on

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multisource feedback and the employee recognition plays an important role in the performances
of the individuals.
The traditional methods of the performances was coaching and communicating
expectations with the employees (DeNisi, Angelo, and Caitlin E. Smith. 2014) But now there are
several methods like 360 degree, 720 degree appraisal done by the authority to make the
evaluation bias less. There are several kind of bias may arise if the appraisal done by any less
trained manager. The errors maybe several kinds like leniency error, halo effect, severity error,
and judgment based on the recent tasks. That is why the evaluation should be done by well-
trained supervisor to avoid the bias.
Conclusion
In the conclusion it can say that performance management is very essential to measure
the performances of the employees so that the gap between their expected performance and
actual performance can erase through implementing the necessary solution that may special kind
of training, coaching, counseling, grooming and grievance tackling (Mone, Edward M., and
Manuel London. 2018).The appraisal should be done by well-trained senior supervisors though
the evaluation become bias less and proper (DeNisi, Angelo S., and Kevin R. Murphy. 2017). To
achieve the objectives and goals, the evaluation should make systematic and continuous basis
and mostly in a bias less manner.
References
Ahmed, Tarek M., et al. "Studying the effectiveness of application performance
management (APM) tools for detecting performance regressions for web applications: an

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experience report." Proceedings of the 13th International Conference on Mining Software
Repositories. ACM, 2016.
Armstrong, Michael, and Stephen Taylor. Armstrong's handbook of human resource
management practice. Kogan Page Publishers, (2014).
DeNisi, Angelo S., and Kevin R. Murphy. "Performance appraisal and performance
management: 100 years of progress? " Journal of Applied Psychology 102.3 (2017): 421.
DeNisi, Angelo, and Caitlin E. Smith. "Performance appraisal, performance management,
and firm-level performance: A review, a proposed model, and new directions for future
research." Academy of Management Annals 8.1 (2014): 127-179
Mone, Edward M., and Manuel London. Employee engagement through effective
performance management: A practical guide for managers. Routledge, 2018.
Noe, Raymond A., et al. Human resource management: Gaining a competitive
advantage. New York, NY: McGraw-Hill Education, 2017.