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Unlike the Cheese, Performance Management Does Not Stand Alone

Published online by Cambridge University Press:  21 April 2015

Daniel R. Abben
Daniel R. Abben*
Affiliation:
Department of Psychology, DePaul University
*
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
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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.

Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 8 , Issue 1 , March 2015 , pp. 119 - 121
Copyright
Copyright © Society for Industrial and Organizational Psychology 2015 

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