Moving performance management to managing performance: a systemic approach

Human Resource Management International Digest

ISSN: 0967-0734

Article publication date: 15 March 2013

Keywords

Citation

(2013), "Moving performance management to managing performance: a systemic approach", Human Resource Management International Digest, Vol. 21 No. 2. https://doi.org/10.1108/hrmid.2013.04421baa.007

Publisher

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Emerald Group Publishing Limited

Copyright © 2013, Emerald Group Publishing Limited


Moving performance management to managing performance: a systemic approach

Article Type: Abstracts From: Human Resource Management International Digest, Volume 21, Issue 2

Stalinski S. and Downey M. People & Strategy (USA), 2012, Vol. 35 No. 2, Start page: 38, No. of pages: 4

Looks at why giving feedback on performance does not result in performance improvement and argues that the root of the problem is that employees perceive feedback to be a threat, no matter how constructive it is. Suggests a different approach to performance management which is based on three areas of activity: selecting employees who are aligned with organizational goals; creating relationships with employees that are built on open communication and trust; and simplifying human-resource processes so that they focus on the core work done in a role and reward it effectively. ISSN: 0199-8986 Reference: 41AY928

Keywords: Performance management, Recruitment, Employees communications, Human resource management