Human resource management practice I also available by michael armstrong

Part 

6

  Performance and Reward

350

Requirements for success

Research by Haines and St-Onge (2012) established 

that performance management is more likely to be 

successful when:

 

●

there is more performance management 

training for managers covering  

performance coaching and constructive 

feedback;

 

●

employee recognition is emphasized;

 

●

the corporate culture values engagement;

 

●

performance management is strategically 

integrated with human resource  

management and the business plans of the 

organization;

 

●

human capital is valued;

 

●

there is a positive employee relations  

climate.

To which could be added two further points. First, the 

comment made by Lawler and McDermott (2003: 

55) that:

Managers at all levels in a hierarchy can play  

an important role in the operation of the 

performance management system. If the 

performance management system is going to be 

tied into the business strategy, it is critical that 

senior management take a role and make the tie 

between business strategy and the performance 

management system. The behaviour of 

management is also an indication of how 

important the performance management  

system is and as a result is likely to have  

a strong influence on how the system is  

actually executed.

Secondly,  performance  management  systems  are 

more likely to be successful when the culture of the 

organization is performance-oriented.

Case studIes

Performance management at CEMEX UK

CEMEX UK is a supplier of cement, ready-mixed concrete 

and aggregates, with 4,000 employees. It is a subsidiary of 

the Mexican company CEMEX.

Aims

The  aims  of  the  Performance  and  Potential  Assessment 

scheme at CEMEX UK are to:

 

●

promote strategic alignment and respond to business 

needs;

 

●

facilitate clear communication and understanding  

of standards;

 

●

ensure objective grading and differentiation of 

potential levels;

 

●

promote continuous feedback and development;

 

●

reinforce high-performance attitudes.