Performance management systems in the initial stages were seen as a stand-alone procedure wherein the individual staff members were assigned objective and were periodically reviewed. Staff appraisal was the most common used method in assessing the performance of the employees in the organizations under the public sector.
Eventually, performance management became a procedure in which all staff and managers observed the individual’s and team’s performance with regards to the objectives of the organization. Performance management’s focus became linking the targets of the individual with that of the organization and the way to measure and set the achievement of such targets.
To frame it simply, the whole process of assessing the performance of the employees could be explained as:
- Before attempting to establish individual staff performance targets, setting up of strategic targets and objectives for the firm and for its several units.
- Identification and implementation of the tasks so as to accomplish the set targets and alignment of the targets of the individuals so as to achieve those tasks.
- At unit, organizational and at individual level monitoring the performance of those tasks.
- In the light of the outcome reviewing the targets and the objectives.