Performance Management as an Essential Aspect of International Human Resource Management - Literature review Example

Name : xxxxxxxxxxx Institution : xxxxxxxxxxx Course : xxxxxxxxxxx Title : Analysis of Articles Tutor : xxxxxxxxxxx @2010 Abstract Performance management is an essential aspect of international Human resource management. The first article of analysis examines how surveys can be useful in the prediction of good employee performance within branch levels of an organization .It is vital for the management to conduct frequent surveys on the attitudes, needs and behavior of employees in order to come up with policies that can help improve their performance. The second article evaluates the use of team work in the management of performance. The article is aliened to the fact that establishment of group based pay increases organizational citizenship behavior which is further useful in improving the performance of employees. Introduction The two articles to be reviewed are derived from the Human resource management Journal. The authors include Karina etal (2009) who addresses the issue of using surveys to predict the performance of organizations. The second authors are Hyondong and Yaping (2009), who tackle the issue of the role or task of organizational citizenship behavior and tactic knowledge in the relationship between firm performance and group based pay. The international human resource management process to be evaluated in this particular presentation entails performance management. The study by Karina etal (2009) basically examines the extent at which surveys can be useful in the prediction of a good financial performance within branch levels of an organization. The study had an objective of explaining the differences in performance that exists within a large organization. The study evaluated some of the largest Dutch organizations dealing with financial services. The examination involved the longitudinal relationship that exists between branch performance and employee surveys. Through utilizing the surveys as the main indicator, the center of the analysis was based on analyzing employee attitudes, conceptualization and behavior and the impacts they have on the performance of the organization. The outcome of the study confirmed the fact that the perception of employee is basically an indicator of the manner in which policies are enacted within an organization which further influences the future financial performance of the organization. One of the Issues raised by this particular Journal Article is the aspect of how the perception of employees in terms of attitudes, conceptualization and behavior influence their performance. From the outcome of the survey what was evident from the analysis performed on the Dutch financial companies through the implementation of HR strategies that can change employee perceptions such as pay satisfaction, performance orientation, development and job security. The adoption of these particular strategies are vital because the employees are the core of organizational performance , as result it vital that in order to attain organizational effectiveness workforce welfare and development has to be addressed using practical strategies. Using these kinds of variables to improve employee performance can be termed as an initiative of social responsibility that aims at meeting the needs of employees within the framework of international employment context. This is because the outcome of the survey in the context of the Dutch financial companies, indicated that the performance of the organization tremendously improved after effective application of the Hr strategies this provides an effective illustration of how essential it is to link the performance of the organization with the welfare of employees. Another basic issue raised by the article is the essential aspect of the utilization of surveys in the organization in order to identify the needs of the employees and further develop policies that can assist in meeting the needs of the organization. It is essential that an organization conducts surveys within the organization in order to identify the various fundamental aspects that contribute to the effective performance of the workforce. The management is required to develop and select a useful range of indicators which can be useful in the evaluation of the impacts of HRM on the workforce. As a result the strategy highlighted by the Issue concerning organization of surveys within the Dutch financial companies can be termed as a useful undertaking that can be adopted by organizations within international context or within the context of the real IHRM practice. The limitation of the study highlighted in the article by Karina etal (2009) is that the use of a large financial company in the analysis to some extent can provide outcomes that can not be applied in small and up coming organization. Big companies have a wide financial capacity due to the wide range of activities that they venture in, as a result the applied HR strategies for instance job security and pay satisfaction can not immediately be attained within the context of small organization, however the strategies such as conduction employees surveys are very much useful for any sort of organization including multinational companies which conduct global operations. The review considers the social responsible initiatives for the staff in an appropriate manner. The article was basically centered on survey information that can assist in the identification of employee’s needs and further assisting the organization to realize the strategies that can be used to improve the welfare of the employees. The review also does effectively consider the social groups within which international employees are required to work, this because if the employees are well motivated service delivery to society will be well undertaken as a result improving social welfare even within the international context. The second article by Hyondong and Yaping (2009), on the role or task of organizational citizenship behavior and tactic knowledge in the relationship between firm performance and group based pay. One of the issues raised by that the article is that system grouped based pay results to more (OCB); organizational citizenship behaviors which facilitates the sharing of ideas and knowledge among employees which results to increasing the performance of the organization and employees. Many organizations within international context are increasing their utilization team work structures in order to improve performance and also to adapt to the rapidly changing technologies. Citizenships behavior is attributed by the collective outcomes of groups within the organization; therefore group work outcomes should accommodate commitment into group work and sharing of knowledge to improve the performance of the organization Hyondong and Yaping (2009). The issue of group work utilization raised by the article is actually an essential aspect of performance management. The use of theories such as identity theory which proposes the transformation of individual attitudes and activities into aligned achievement based on collective objectives is useful, within international human resource framework. However it is essential to take note of the fact that in despite of the need to develop organizational citizenship through group work, managing of groups can sometimes be difficult, this is due to the increased conflicts and difference of opinion which arises in team based activities. The proposal made by the article of utilization of groups is basically well grounded, however as the results of the study indicated that individuals were more willing to get involved in OCB, in a situation whereby group identity becomes salient through enforcement of group –based pay. The much salient the group the more likely that group members are to behave in a manner that will benefit the group. From this particular result is essential for international organizations to realize that the performance of employee can not fully be managed through the use of group initiatives due to the changing nature of human behavior. The review considers social responsible initiatives for the staff in an appropriate manner due to the fact that development of teams can be described as an effective strategy of enhancing social interaction which can easily facilitated the development of collective initiatives that can be beneficial in terms of employee relations which is a useful aspect of a good working environment. The review however does not address effectively the needs of social groups within the international context because it mainly tackles the development of organizational citizenship behavior which is mainly centered within the organization as opposed to the external social context. Some of the socially responsible initiatives that can be developed in order to meet the needs of the staff working within a multinational organization include the development of policies that can assist in the reduction of sickness absence. One of the measures to reduce sickness absence includes the improving the working conditions and organization of frequent meeting t that can assist in the identification of the needs of employees. Development of competence is another effective strategy of meeting the needs the staff in multinational organizations. As evident in contemporary society, technological advancement is rapidly increasing this therefore requires additional vocational training for the workforce. It is therefore efficient for the multinational organization to organize frequent vocational training for the employees in order for them to meet up the standards of advanced technology. Development of work life balance programs is also an essential strategy of meeting the needs of the staff assigned to work in a multinational company. Work life balance should assist employees in gaining two aspects which is enjoyment and achievement. This include strategies such as better pay, working time regulation, provision of childcare benefits and health care benefits and the reduction of stress related issues within the work place environment . Conclusion The articles analyzed above provide vital aspects of management of performance such as the use of employee surveys and the integration of group work. Other methods of enhancing employee performance are through establishment reduction of sickness absence, employee development and organization of effective work life balance programs. Bibliography Hyondong & Yaping, 2009, ‘’The roles of tacit knowledge and OCB in the relationship between group-based pay and firm performance’’ Human Resource Management Journal Retrieved Karina etal, 2009,’’Predicting business unit performance using employee surveys: monitoring HRM-related changes’’ Human Resource Management Journal. Retrieved< http://onlinelibrary.wiley.com/doi/10.1111/j.1748-8583.2009.00114.x/full> Read More