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Unlike the Cheese, Performance Management Does Not Stand Alone

  • Daniel R. Abben (a1)


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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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:


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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
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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.
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Unlike the Cheese, Performance Management Does Not Stand Alone

  • Daniel R. Abben (a1)


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