Performance management is a tool that managers use to ensure that their companies remain at the top of their competitive edge. The Chartered Institute for Personnel Development (CIPD, 2008), defines performance management as a method by which individuals and teams are managed in a way that achieves high performance at an organisational level. The individuals within the organisation share an understanding of the achievement goals of the organisation. In order to achieve this, a general strategy is created, with each individual within the organisation understanding his or her role and requirements within such a strategy
Performance management tool supports to meet these expectations by giving employees regular feedback on their performance and in return both employees and managers have the opportunity to discuss and contribute towards targets set individually or as part of a team, this also ensures a culture where employees feel motivated. Performance management based on a mutual relationship of trust and open communication will mean that the whole company benefits and that both employers and employees experience the satisfaction of best possible performance and ultimately contribute towards sustainability of the organisation.
1.2 Identify three components of performance management systems
Performance Management is a process that brings together many people management practices including learning and development. It is a process which contributes to the effective management of individuals and teams in order to achieve improved levels of individual and organisational performance and development. Performance management is about establishing a culture where individuals and teams take responsibility for continuous improvement of service delivery and of their own skills, behaviour and contributions. It is therefore a strategic process, long term in