Performance Management System

Running head: PERFORMANCE MANAGEMENT SYSTEM
Performance Management System
Name of the Student
Name of the University
Author’s Note:

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PERFORMANCE MANAGEMENT SYSTEM
Table of Contents
1. Introduction............................................................................................................................2
2. Discussion..............................................................................................................................2
2.1 Performance Management System...................................................................................2
2.2 Identification and Discussion of Components of an Effective Performance
Management System..............................................................................................................4
3. Conclusion..............................................................................................................................7
References..................................................................................................................................8

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PERFORMANCE MANAGEMENT SYSTEM
1. Introduction
Performance management system can be stated as an important and significant
systematic approach that helps in measuring the overall performances of employees. It is a
core procedure by which any specific organization can align their respective mission,
objectives and goals with all types of available resources and systems as well as setting of
priorities (Noe et al. 2017). A performance management system is responsible for
incorporating association as well as representative shared objectives and targets that are being
lined up with several assets and frameworks. The following report outlines a brief discussion
on performance management system with a proper discussion on the major components of
this system within an organization.
2. Discussion
2.1 Performance Management System
An effective performance management system is mainly responsible for aligning all
types of organizational goals and objectives with the respective goals of employees and teams
for the core purpose of incrementing efficiency, profitability and productivity (Van Dooren,
Bouckaert and Halligan 2015). Such systems even follow guidelines, which stipulate clearly
about the results and activities, by which any particular team or employee is being evaluated
during conduction of performance appraisal. For implementation of a performance
management system, a significant commitment analysis is required to be completed at first
for creation of the mission statement for job and it is being created in respect to purpose,
scope, product and customers (Decramer, Smolders and Vanderstraeten 2013). As soon as the
commitment analysis is being completed, working analysis of the specific job is being
considered so that all the critical goals as well as performance standards are being effectively
determined for each and every job.