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Unlike the Cheese, Performance Management Does Not Stand Alone

  • Daniel R. Abben (a1)

Extract

In their focal article, Pulakos, Mueller Hanson, Arad, and Moye (2015) have presented a helpful five-step plan for improving the use of performance management (PM) within organizations. As they have pointed out, it is important that an organization's PM system match the organization's values and culture. At the same time, one cannot forget that an organization's PM system should also align with the organization's other human resource (HR) practices. Thus, I suggest that taking time to make sure this alignment happens should be included as a substep under the first step (i.e., plan change) of the model.

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Corresponding author

Correspondence concerning this article should be addressed to Daniel R. Abben, Department of Psychology, DePaul University, 2219 North Kenmore Avenue, Chicago, IL 60614. E-mail: dabben@depaul.edu

References

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Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37, 670687. doi:10.2307/256705
Becker, B., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 39, 779801. doi:10.2307/256712
den Hartog, D. N., Boselie, P., & Paauwe, J. (2004). Performance management: A model and research agenda. Applied Psychology: An International Review, 53, 556569. doi:10.1111/j.1464-0597.2004.00188.x
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38, 635672. doi:10.2307/256741
Pulakos, E. D., Mueller Hanson, R., Arad, S., & Moye, N. (2015). Performance management can be fixed: An on-the-job experiential learning approach for complex behavior change. Industrial and Organizational Psychology: Perspectives on Science and Practice, 8, 5176.
Richard, O. C., & Johnson, N. B. (2001). Strategic human resource management effectiveness and firm performance. International Journal of Human Resource Management, 12, 299310. doi:10.1080/09585190121674

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Unlike the Cheese, Performance Management Does Not Stand Alone

  • Daniel R. Abben (a1)

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