The paper “ Performance Management as an Essential Aspect of International Human Resource Management” is a thrilling example of a literature review on human resources. 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 teamwork in the management of performance.
The article is aliened to the fact that the establishment of group-based pay increases organizational citizenship behavior which is further useful in improving the performance of employees. IntroductionThe two articles to be reviewed are derived from the Human resource management Journal. The authors include Karina et al (2009) who address 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 et al (2009) basically examines the extent to which surveys can be useful in the prediction of good financial performance within branch levels of an organization. The study had the 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 an 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 influences 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 is 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 have 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 the 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.