As stated by Peter F. Drucker, "Management is about human beings. Its task is to make people capable of joint performance, to make their strengths effective and their weaknesses irrelevant." Performance management is essential to achieving an organization's mission statement and business goals, and also in attracting, retaining, and motivating qualified employees. There are many benefits and reasons why an organization should execute a performance management system. Performance appraisals establish the basis for qualifying, recognizing, and rewarding employee contributions. In this paper, I will discuss what performance management is, the problems with the current performance management system at my organization, how other organizations have succeeded in their performance management system, and how I would advise management at my current organization to improve our performance management system.
             A performance management system should consist of planning, monitoring, reviewing, and evaluating (Hrcouncil.ca, 2015). During the planning phase management should identify, clarify, and agree upon expectations of the employee. Also, in this phase, management needs to determine how results will be measured, decide on the monitoring process, and document the plan for performance management. Furthermore, this step is imperative for management to identify and ensure the performance objectives are explicitly stated to the employee. In the development of this phase, management would use an efficient goal tracking system called SMART (Specific, Measurable, Achievable, Relevant, Time-Bound). This system will make goal setting more specific, measurable, and time-bound which will result in the ability to make development on the goal and track the progress of the employee's objectives. By establishing goals as groundwork, performance management sets the stage for the annual performance period by communicating goals and setting an actionable plan to g...