3. It consist of five stages:
1. Establishing the performance contract,
2. Clarifying performance requirements,
3. Agreeing on support requirements,
4. Reviewing performance,
5. Taking actions related to meeting.
4.
Setting targets and establishing desired performance
levels.
Appraising and improving performance.
Ensuring continuous learning and development.
Giving recognition and rewards.
5.
It translates corporate goals into individual, team, department
and divisional goals.
It helps to clarify corporate goals.
It is a continuous and evolutionary process in which
performance improves over time.
It relies on consensus and cooperation rather than control or
coercion.
It encourages self management of individual performance.
It requires continuous feedback.
It should apply to all staff.
6.
It is used for pay or promotion decisions.
It is becoming an over burned management tool.
Though people are trained, management leads to poor results.
Advises a transformation of performance review.
It does not give business strategy, rule, skills and behaviours
required for delivering the strategy.
