Performance Management Report

This report examines the performance management system at AmBank Contact Center in Malaysia, advocating for the implementation of a 360-degree feedback system. It compares different performance evaluation approaches and analyzes the advantages and disadvantages of a 360-degree feedback system. The report concludes that adopting this system would significantly improve employee performance and organizational effectiveness.

Performance Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
a) Explaining different approaches to evaluate performance.................................................4
TASK 2............................................................................................................................................7
a) Introduction of AmBank and 360 degree feedback system...............................................7
TASK 3..........................................................................................................................................12
a) Need and Implementation of 360 degree feedback in an organization............................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17
APPENDIX....................................................................................................................................19
BIBLIOGRAPHY .........................................................................................................................20

INTRODUCTION
Performance of every employees play an important role in organization. There is required
to measure performance of staff members in order to improve their working efficiency.
Evaluation of performance is done in order to identify whether the work is actually done by all
employees or not. Performance management is a simple process by which managers and
employees working together to plan, evaluate and review the working of employees and whether
they give overall contribution to a firm or not. it is a regular process that help to set up
objectives, monitoring the overall performance and provide feedback in order to know whether
employees are meeting the need of company's objectives and goals. The present report focus on
performance management in AmBank Contact Center in Malaysia (Cooper, Ezzamel and
Robson, 2017). The bank mainly handles customers queries, their complaints and give them
solutions regarding their problems. The bank has 200 agents, 2 managers and 1 head of
department and more than 10,000 employees. At present scenario bank is not using 360 degree
feedback system. The report mainly discusses the major approaches of measuring performance
such as traits, result and behavior. It also compares different approaches of performance
management. The report describes the application of 360 degree feedback system in AmBank
Contact Center and the use of traditional performance management system. It also shows
effectiveness, issue and challenges of 360 degree feedback system in a company. The project
report also shows the implementation of 360 degree feedback in AmBank that could help to
improve employee’s performance. As the bank follow hierarchical system and the
organizational chart is as follows:

TASK 1
a) Explaining different approaches to evaluate performance
There are various approaches used by different companies to evaluate performance of
employees and some of them are mention below:
Behavior Approach: it is the best system that should be chooses by AmBank when there
is lot of uncertainty in market. This approach helps to get the right level of performance from the
employees which are based on their desirable behaviors. Behavior approach includes various
techniques that shape up the right behavior of employees for an effective performance in the
working area (Mone and London, 2018). This approach requires managers or leaders to behave
positive with their employees and emphasizing on building long term relationship with their
employees. By using this model into work place, leaders can easily identify who makes
behavioral cut and who does not. This approach is beneficial in close monitoring and giving
right direction to staff members so that they can improve their working efficiency. Under this
approach, performance evaluation is done by management and more attention is paid to product
Illustration 1: Org Chart

knowledge and strategies that management is used to get the behavior approach into work area.
Result Approach: this approach is mainly focus on removing individuality by
evaluating objectives which are based on employees performance result. This approach needs
little monitoring as well as less direction as compared to other approaches. Entity provides
compensation to all employees on the bases of revenues generated by them. This approach is
generally acceptable by organizations because there is no biases (unfair). This method focuses
on short term outcome and avoid long term benefits. This approach is carried out at th time when
employees have skills to complete given task which can be identified and corrected their
inaccurate behavior (Kroll and Moynihan, 2018). There is a clear link between employee’s
behavior and the outcomes which proves that result approach is more appropriate to use. This
approach helps employees to improve their skills and develop expertise in order to achieve
defined as well as desired outcomes.
Quality Approach: this is the third and important performance management system
which mostly focus on improving customer satisfaction by reducing errors. This system is
mostly used by management in order to improve the process of business. This approach is mostly
uses multiple sources to evaluate the performance of every employees. This system help to
assess both employee as well as system and external as well as internal factors are involved
while introducing this system into a work area (Approaches of performance appraisal
management system, 2018).
Trait Approach: it is a third and most important approach that is used to measure their
characteristics at the time of review cycle. Traits are normally unchanging characteristics of an
employee such as personality and intelligence (Peljhan and Marc, 2018). Sometimes this
approach is problematic because these are stable or unchangeable and even this are not in control
of an employee's. Most of the employees feel unsatisfied with this approach because it is not as
fair as other are. This method or approach is inexpensive to develop and it is too easy to use or
implement but trait approach is unable to take feedback from other staff members and even it
can not be used for making decisions related to reward and promotion. It is too difficult for
managers to justify giving employees lower score because they are introverted and this does not
means that capability of every employees is equal to their performance.
Comparison between Behavioral and Result Approaches

There is a clear cut link between behavioral and result approaches. The result approach is
mainly focus on the end result of employee’s action, it is more appropriate and objective then
behavioral approach. Result based appraisal is defined by less monitoring while behavioral
approach is characterized by close monitoring. These both methods are used to improve the
performance level of every individual who work in a company but they both have their own
importance. Evaluation of result approach is done with objective measures while in behavioral
approach it can be done with subjective measures in order to achieve results. The biggest
advantage of using result approach is that it measures easily and accepted by all members
including managers and employees while in behavioral performance management it takes large
amount of control for managers or leaders and even they consider external factors too for
evaluating employee's performance (Richards and et.al., 2017).
According to Warner,2018 result based management system is mostly used by small
firms, where there is direct link between employees effort and their performance and when jobs
are complex and there is no way to achieve result it is the best method to used for the situation.
On the other side, behavioral approach is best to choose for large scale business when there is a
fluctuation in market and it is difficult to identify the outcomes of an organization, even
managers have an idea that which employee led an effective performance.
Comparison between Behavioral and Trait Approaches
Behavioral and trait approaches are two different methods which help to evaluate the
employee's performance. DeNisi and Murphy, 2017 study declares that Behavioral simply means
that the action of employees where as trait means their characteristics. Behavioral approach looks
the specific actions which is directly related to job where as in trait approach the managers will
look at the degree to which employees show a desired trait. Trait appraisal is simple to use but
they are highly subjective whereas behavioral appraisal is more objective, fair and accurate. In a
company, trait approach is mainly used to reward employees who perform well and contribute
well in improving overall performance of business unit. But it is completely opposite in the case
of behavioral approach because it is mainly used to assess the performance level on quantitative
task (Cooper, Ezzamel and Robson, 2017). Trait approach is difficult to apply because it
difficulties not possible to counsel the employee for improved performance and it is also less
useful in determining which employees to reward or promote whereas, in behavioral approach it
is more useful to give counsel and also helpful to give rewards and promotions too. Behavioral

appraisal can be time consuming and expensive but trait appraisal is too simple to use as well as
not expensive. Both these approaches are used to assess an employee's performance in a
company but trait approach is not mostly used by the company as compared to behavioral
approach.
Comparison between Result and Trait Approaches
Result and trait appraisal are two different approaches of performance management
system as these both are used to improve or check the performance of every employees. But they
are completely differ from each other. Result appraisal are based on the end of employee action
whereas trait approach is directly link to their personality and their characteristics. Trait appraisal
is consider unfair mean of system but result based management system is quite fair as compared
to other approaches. Result approach is acceptable by all the employee but trait approach is not
because it is less fair from other. Result approach is most likely by the management team
because it help to determine the actual result at the end and help to improve their skills in order
to achieve all the desired results of a company. But on the other side trait performance
management system is completely different because there is no change in their characteristics
such as personality and intelligence (McDermott and et.al., 2017). Result approaches are more
objective as compared to trait approach. Result approach is ideal when employees of a company
have basic skills to complete the assigned task but on the other side, in trait appraisal,
characteristics of employees remains unchanged or stable and they are not in control of the
employees. It is difficult for a manager to justify the performance of employees by using only
trait approach because they are reserves in nature whereas result based management system is
quite helpful to give reward and for promotion too.
TASK 2
a) Introduction of AmBank and 360 degree feedback system
AmBank Contact Center started in 1997 in Malaysia, it operates its business in retail
banking, wholesale banking industry. Company also offers life insurance to its valuable
consumers. Currently, there are more than 10,000 employees working in the organization those
who are always ready to provide amazing services to their customers. They mainly handling
customer inquiries, complaints and give them proper solutions of their problems. The bank give
complete authorize to design performance management due to operations need. At present

scenario, AmBank is supported by a network of around 200 branches and more than 750 ATM
machines in Malaysia (Ahmed and et.al., 2016). The bank uses traditional performance
management system in order to check the performance of their employees but the bank should
use 360 degree feedback system.
360 degree feedback system is also known as full circle feedback or peer review. In this ,
employees provide feedback from all side and this system is mostly used by managers or leaders
in order to evaluate performance of each staff members in entity in better way. 360 degree
feedback system automatically converts the report into result and present that in a format that
help a feedback recipient. It is a system which helps to take review of bank employee from the
people working most closely to them i.e. managers or supervisors (360 Degree Feedback
Appraisal, 2018). It is a system which takes feedback from all angles and it is completely
different from traditional performance review. 360 Degree feedback system not only focuses on
performance but it also tells about employee's behavior. It is a ways that aids in making effective
connection with workers and building strong relationship with them.
Currently, AmBank is not using 360 degree feedback system, it applies traditional
performance management system with continuous appraisal which is not good for bank because
it always avoid cost overheads, it is unable to provide proper feedback regarding employee's
behavior and their working pattern in business unit. 360 degree feedback takes review from top
to bottom of the employees i.e. from directors to agents including employees. This system
Illustration 2: 360 degree
feedback system
Source: 360 degree feedback
system, 2018

provide a complete picture of employee's performance as by implementing this system into work
area. It helps to increase self awareness among employees,. This is beneficial in order to identify
necessary changes that can support in improving capabilities of workers.. 360 degree feedback
system plays an important role in employee's personal as well as professional growth. It is the
only way that gives a direct report from the seniors to their juniors (Buckingham and Goodall,
2015). There are various applications of using 360 degree feedback system in AmBank and some
of them are mention below:
 To determine employee's personal attitude and their behavior.
 To developing leadership quality.
 To identify the best performer in work place.
 For team building and development.
 For career development.
 To identify the performance level of every individual in an organization.
 Training workshop such as pre and post assessment.
360 degree feedback is done in every 12 months because it can gives AmBank employees
sufficient opportunities to implement their development plans before the next 360 feedback. By
using this feedback system, an employees receive confidential feedback from those people who
work nearby them and these peoples includes manager, colleagues, their subordinates or may be
customers. The main use of 360 degree feedback system is that it is a developmental tool that
takes 360 review and used to help their team members in order to grow their career. As this
system is not used as a performance rating instrument and not even for deciding promotions of
any individual in a company. So, there is a need to implement this system into AmBank in order
to enhance the performance level of all employees as well as managers and leaders.

There are many advantages of using 360 degree feedback system in AmBank some of
them are mention below:
 Improve Working relationships: 360 degree feedback system helps to improve
relationship between employees and managers or with their subordinates. As this system,
is not used to evaluate performance only but also help to know personal attitude of their
employees. By introducing this system help to improve personal as well as professional
relations (Benefits of 360 degree feedback system, 2018).
 Encourages personal development: 360 degree feedback system helps to provide
personal development and the employers who provide more personal development
opportunities will gain talent more than employees. While implementing this, a proper
and honest feedback is required.
 Increases self- awareness: this system helps employees and whole staff to become more
aware. It means that understanding own personality, which includes strength, weakness,
motivations and emotions.
 Enhance performance: by introducing 360 degree feedback system helps to improve
level of performance in every individuals. It is the most important developmental tool
that help to improve relationship, increases accountability and provide clarity regarding
improving the performance level (Budworth and Chummar, 2018).
Illustration 3: 360 degree feedback
Source: 360 degree feedback, 2018

 Help to build confidence and boost up morale: this system helps to increase
confidence level of all employees and when they get positive feedback, employers
become confident that their skills are grown up. Even staff feels better and they become
positive towards the brand.
 Increases Accountability: it is the most important advantages of using 360 degree in a
work area that it helps to increases accountability. It is the most important at work and it
help to clarify the behaviors which help to make good judgment.
 Help to change company's culture: introducing 360 degree feedback system in a
company help to change the culture. This sort of change is come from inside and leaders
must grow their employees before seeing any cultural change in an organization.
There are so many problems which AmBank faces at the time of implementing 360
degree feedback system and some of them are as follows:
Exceptional expectations: this system is not exactly same as other performance system.
The people of company expects too much from this system to obtain support from organizations.
It creates failing of implementation of this system process into a work area (Cormack and et.al.,
2018).
People comments personally rather than constructive: it is the biggest problem which is
faced by the owner of company that many peers may comment personally which creates a bad
experience of 360 degree system and as a result, it turns people off on the forward going process.
It is the negative aspect of using this process in a work place.
Lack of confidentiality: this system process faces another problem that is lack of
confidentiality. People are worried at initial level that how the data will be used and whether it
will remain secure or not (Gorman and et.al., 2017).
Forget the strength and only focus on individual weaknesses: many companies totally
forget about strength that is covered in 360 degree feedback system. Upper authorities’ attitude
seems that they only focus on weakness and want to remove that. But actual reality is they
completely forget about employee's strength and only focus on weakness which create negative
environment in the job place.
Process of design fails: As this management system follow effective change and
guidelines of management. A design of 360 degree system is quite difficult so many companies
fall to learn the process of design and did not implement those into a work area.

Insufficient information: when the process is going to implement, there is no one to ask
for the clarification about those unclear statements which are given by peers and it gives
insufficient information thus, mangers cannot make sound decision about performance of
individual in workplace (Chopra, 2017). Thus, there is a need to hire supervisor and interested
managers who understand their feedback and even train people in order to develop action plan.
Poor leadership: if the owner or managers of a company did not pay proper attention
towards a system then it will not prove any helpful source and there is no change in a behavior of
their employees. Proper training should be provided in order to improve the level of performance
of every employee's (Problems related to 360 degree feedback system, 2018).
Not really an honest assessment: by implementation of 360 degree feedback system into
work area, it does not mean that it gives proper assessment regarding other employees. Even
other peers might be scares to hurt another person's feeling if they rank them in below or average
way. It shows that this method is not realistic and reliable (Brown, Inceoglu and Lin, 2017).
Takes too much time to implement: It takes too much time to show a result, because a
person needs to be told all the good as well as their bad points and the way to improve those. So
it takes too much time to provide proper feedback and as a result company did not use 360
degree feedback system as it can be time consuming and needs to cover all the topics.
TASK 3
a) Need and Implementation of 360 degree feedback in an organization
As, AmBank is a Malaysian bank who have currently more than 10,000 employees but it
uses traditional performance management system for appraisal of their employees performance.
But this system it not fruitful because it does not help to appraise overall performance of the
employees. So, there is a need to introduce new system in the bank i.e. 360 degree feedback
system. It is a best method which help to give a complete picture of all the employees. The
system is helpful and gives more focus on learning and development activities that help to
increase every individual ownership for their own development (Latham, 2015). Apart form this,
360 degree feedback system help every individual to give an opportunity to provide honest
feedback of their peers otherwise they can be uncomfortable to give face to face. Feedback is an
essential aspects in bank because it help to improve the level of performance of every individual

and the system also inform employee about their actions that create problems for others and what
behavior change is needed in order to improve their working or performance results.
If the AmBank feel comfortable to introduce 360 degree feedback system into bank then
it will be more suitable for the building of new skills and help in improving the performance of
employees by collecting whole information from various sources. These sources may be
customers, peers, subordinate, head of department or directors. In bank, there is a need to use
electronically system to implement 360 degree feedback system. To implement this system,
proper communication is necessary because it will help colleagues to response positively about
every individual (Campion, Campion and Campion, 2015). A proper electronically system will
help to determine about all employees and this system help will somehow lack of confidential,
there is a fear among all people whether their personal data is secure or not. But by using 360
degree feedback system, managers or leaders are easily identify the level of performance and
even the system is also helpful to enhance personal as well as professional development. As the
system is helpful to enhance awareness among all employees.
Implementation of 360 degree feedback is quite useful for AmBank because the
managers or leaders of bank increases the commitment to improve the level of performance of all
employees in the work place and the system also help to improve self- perceptions of
performance. After analyzing the whole performance of the employees, the owner or managers
organize training session in order to improve employees performance. Even, they can use free
survey tool such as survey monkey or survey gizmo which help to maintain confidentiality.
Overall, 360 degree feedback system help to build new skills as well as to boost the level of
performance in every individual and the biggest advantage of using 360 degree feedback system
help to build upon strength that every current individual possess. The implementation of this
system into AmBank will definitely help to take reviews of all the employees and this will help
to develop career goals for them as well as enhances personal and professional level of working
performance. The data is collected from different sources of organization by using 360 degree
feedback system can be very useful in providing internal as well as external behaviors of a
company (Mone and London, 2018).
Implementation of 360 degree feedback system in AmBank will help to reduce biases
and also enhance awareness of every employees. As this system is not provide an honest result
about all the employees but it will help to reduce unfair means of business in the workplace. The

owner and managers expect a level of performance from their employees and due to this they
provide training sessions even for new employees to develop good leadership quality and attain
all the desired objectives or goals of a company. By using this system, employee become aware
related their performance and behaviors because their peers also give feedback about their
behavior as well as their performing. By providing proper training, employees become quite
effective and can easily develop whole plans (Kroll and Moynihan, 2018). Taking feedback at all
angles will helpful in sometime but it may creates conflicts too between employer and
employee, employee and managers because some people comment personally which get hurt to
them.
As currently the AmBank is not using 360 degree feedback system because it does not
know all the benefits of this system that is why it wants to continue with traditional performance
management system only. But 360 degree feedback system have many advantages and there is
need to use this system into workplace. The system gives complete evaluation of all employees
at all angles and it is the best method that help to improve employees performance. That is why it
has been suggested to AmBank to use this system into working place because it is more
beneficial than traditional performance management system. By analyzing the performance level
of all employees, and try to improve those by conducting training session will help to take
corrective measure for the betterment of the company. This system will help to implement best
business strategy in order to run a business in positive direction and help to attain all defined
objectives of AmBank (Peljhan and Marc, 2018).
As, the system is proves that it is the most suitable for building up new skills as well as
develop good leadership qualities among all employees. The AmBank work for the customers
and try to solve all the problems of their customers that is why it is necessary to introduce 360
degree feedback system into work area. There is a need to implement this system into work area
because before implementation of 360 degree feedback there is a need of planning and
preparation then comes design, launching, nomination, collecting all feedback from different
sources, decide how to provide feedback style, then managers of a company monitor and review
whole process (DeNisi and Murphy, 2017). Though, the process of 360 degree feedback process
is quite long process to execute but if the process is implement in the working area then it will
help to take review of each and every individual and if the is need to improve some skills among
them so, the company also help to take training sessions in order to improvements. Through this

system, AmBank easily know about the positions of their employees and identify the skilled and
best worker in a company .
If AmBank agreed to implement 360 degree feedback system into their bank then it help
to improve their employee's performance in such a manner which are mention below:
 the system helps to increase the commitment and also improve their own views related to
performance which help to develop good leadership quality and also in decision making.
 The system help to develop awareness of every employees performance expectations
because introducing 360 degree feedback system will make every individual aware about
their performance which includes understanding their own behaviors and their
performance level (Cooper, Ezzamel and Robson, 2017).
 Introduce 360 degree feedback system into a job place will help to reduce unfair mode of
business and gives positive or honest feedback about their employees.
 The system is all about developing new skills and performing well in by analyzing the
performance information which is collected from different sources of an organization.
The overall, system of 360 degree feedback is completely best and suitable for AmBank
and it is necessary to implement this into bank because it will help to take reviews of each and
every individual at all angle and the rates are around them such as subordinates, peers, directors
or even customers. The company even deal out with financial business so it is more necessary to
use modern performance management system i.e. 360 degree feedback system rather than
traditional performance management system (Buckingham and Goodall, 2015). Therefore, it is
suggested to AmBank to use this system in order to improve its performance level of all the
employees. The system is proves successful when it come into force because after getting all
feedback from different sources, managers or owners start conducting training session in order to
improve their weak points. So, the system proves itself beneficial among all other system and
there is a need to implement this into AmBank.
CONCLUSION
By summing up above report it has been concluded that performance of employees
should be evaluated by using 360 degree feedback system. AmBank uses traditional performance
management system in order to identify their employees performance which is not useful and
good for them. This report gives an advice to use 360 degree feedback system in order to
evaluate the performance level of their employees. This feedback system is helpful to build new

skills and improve the performance by gathering information from various sources (McDermott
and et.al., 2017). Currently the bank is not using 360 degree feedback system but if it implement
this on their work area then it will definitely help them to enhance the level of their performance.
The report describe various approaches of measuring performance such as traits, result and
behaviors etc. these all approaches have their own importance in any company. Among all,
behavior approach is mostly used by all large scale companies in order to measure employees
level of performance. There are lot of benefits as well as challenges of using 360 degree
feedback system in any organization but the system is quite helpful to take review at all angle
(subordinates, peers, customers) and take corrective actions in order to improve those. The report
also concluded that 360 degree feedback is the best option that should be implement in AmBank
and it help to reduce the biases and enhance awareness of employees.

REFERENCES
Books and Journals
Ahmed, T. M. and et.al., 2016, May. Studying the effectiveness of application performance
management (APM) tools for detecting performance regressions for web applications: an
experience report. In Proceedings of the 13th International Conference on Mining
Software Repositories (pp. 1-12). ACM.
Brown, A., Inceoglu, I. and Lin, Y., 2017. Preventing rater biases in 360-degree feedback by
forcing choice. Organizational Research Methods. 20(1). pp.121-148.
Buckingham, M. and Goodall, A., 2015. Reinventing performance management. Harvard
Business Review. 93(4). pp.40-50.
Budworth, M. H. and Chummar, S., 2018. Feedback for Performance Development.
In Handbuch Schlüsselkonzepte im Coaching (pp. 191-199). Springer, Berlin, Heidelberg.
Campion, M. C., Campion, E. D. and Campion, M. A., 2015. Improvements in performance
management through the use of 360 feedback. Industrial and Organizational
Psychology. 8(1). pp.85-93.
Chopra, R., 2017. 360 Degree Performance Assessments: An Overview. Global Journal of
Enterprise Information System. 9(3). pp.102-105.
Cooper, D. J., Ezzamel, M. and Robson, K., 2017. The multiplicity of performance management
systems: Heterogeneity in multinational corporations and management sense-making.
Cormack, C.L. and et.al., 2018. The 360-degree evaluation model: A method for assessing
competency in graduate nursing students. A pilot research study. Nurse education
today. 64. pp.132-137.
DeNisi, A. S. and Murphy, K. R., 2017. Performance appraisal and performance management:
100 years of progress?. Journal of Applied Psychology. 102(3). p.421.
Gorman, C. A. and et.al., 2017. An exploratory study of current performance management
practices: Human resource executives’ perspectives. International Journal of Selection and
Assessment. 25(2). pp.193-202.
Kroll, A. and Moynihan, D. P., 2018. The Design and Practice of Integrating Evidence:
Connecting Performance Management with Program Evaluation. Public Administration
Review. 78(2). pp.183-194.

Latham, G. P., 2015. Performance appraisal/performance management. Wiley Encyclopedia of
Management, pp.1-2.
McDermott, A.M. and et.al., 2017. Performance management in context: formative cross-
functional performance monitoring for improvement and the mediating role of relational
coordination in hospitals. The International Journal of Human Resource Management,
pp.1-21.
Mone, E. M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Peljhan, D. and Marc, M., 2018. Total quality management and performance management
systems: team players or lonely riders?. Total Quality Management & Business
Excellence. 29(7-8). pp.920-940.
Richards, G. and et.al., 2017. Business intelligence effectiveness and corporate performance
management: An empirical analysis. Journal of Computer Information Systems, pp.1-9.
Online
Benefits of 360 degree feedback system. 2018. [Online] Available through:
<hhttp://connect.edgetrainingsystems.com/blog/360-degree-feedback-benefits>
360 Degree Feedback Appraisal. 2018. [Online] Available through:<https://www.appraisal-
smart.com/360-degree-feedback-appraisal-faqs.htm>.
Approaches of performance appraisal management system. 2018. [Online] Available
through:<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
Problems related to 360 degree feedback system. 2018. [Online] Available
through:<http://connect.edgetrainingsystems.com/blog/why_you_should_not_use_360_de
gree_performance_for_appraisals>

APPENDIX
For example: AmBank perform 360 degree feedback system to analyses the performance
of John at all angle and it is done by taking feedback from his subordinates, HOD, Manager and
his peers. It is concluded that the performance of John is increases as compared to last
performance and PMS sheet is attached :

BIBLIOGRAPHY
http://sail.cs.queensu.ca/Downloads/
2016_StudyingTheEffectivenessOfApplicationPerformanceManagementToolsForDetect
ingPerformanceRegressionsForWebApplications_AnExperienceReport.pdf
http://journals.sagepub.com/doi/abs/10.1177/1094428116668036
https://hbr.org/2015/04/reinventing-performance-management
https://www.springer.com/gp/book/9783319649351
https://www.researchgate.net/publication/
281782093_Perceived_effectiveness_of_a_performance_management_system
https://www.ijeat.org/download/volume-1-issue-5/
https://onlinelibrary.wiley.com/doi/abs/10.1111/1911-3846.12416
https://www.ncbi.nlm.nih.gov/m/pubmed/29476959/
https://www.ncbi.nlm.nih.gov/pubmed/28125265
https://www.researchgate.net/publication/
316748035_An_exploratory_study_of_current_performance_management_practices_Hu
man_resource_executives'_perspectives
https://onlinelibrary.wiley.com/doi/abs/10.1111/puar.12434
https://onlinelibrary.wiley.com/doi/10.1002/9781118785317.weom110210
https://www.tandfonline.com/doi/abs/10.1080/09585192.2017.1278714
https://www.routledge.com/Employee-Engagement-Through-Effective-Performance-
Management-A-Practical/Mone-London/p/book/9781138648289
https://www.tandfonline.com/doi/abs/10.1080/14783363.2016.1253464
https://www.researchgate.net/publication/
301281313_The_Impact_of_Business_Intelligence_on_Corporate_Performance_Manag
ement