Be sure that your performance evaluation system is useful and effective, rather than an annual annoyance, to make sure your employees stay engaged and on track. Difficulties in Measurement of Performance; Another big challenge face by the management of organizations in the area of pay for performance is that the performance of employees is quite difficult to measure especially when there is some possible reward attached to the measurement. Employee perceptions of performance appraisal processes have received considerable attention in the public management literature, but the views of supervisors who actually conduct the appraisals have received relatively little consideration. While HR functions will design performance management systems, managers do not simply act as ‘robot conformists’ in the implementation of them. This paper presents the methods used in measuring performance in the public sector, as well as some drawbacks generated by these methods. And yet, many organizations are not even aware that these challenges exist. It provides enough flexibility and wiggle room so that individual creativity and strengths are nurtured. In the context of food safety and quality management in the food industry, context factors of company could affect the FSMS (Jacxsens et al., 2011). (Marchington and Grugulis, 2000). In Chapter 7, we discussed “training and development,” which obviously play a part in performance management. Identify processes or procedures that could be simplified or done more effectively. The COVID-19 pandemic has thrown performance management systems into chaos -- and the reactions have been telling. In most cases the connection between individual objectives and organisational values, goals and strategies is not made. encountered during the implementation of Performance Management System in the public sector organisations. In global terms, performance management can be described as a process which allows an international company or multinational enterprise (MNE) to evaluate and constantly improve individual and corporate performance in relation to pre-set goals and targets. Bad performance management costs a lot and delivers little. When the information requirements are well defined there still exist a number of alternatives for system architecture. … Contextual factors (or context factors) is defined as characteristics of a system that could affect the system performance and cannot be easily changed (Kirezieva et al., 2013). Performance management systems help rally staff members around your organization's goals because they help staff know how they are to be involved in reaching that goal. Applying performance management techniques in the outsourcing process is challenging in a number of areas including comparison difficulties, incomplete information and inadequate performance management systems. Effective performance measurement is the key to effective management in any organisation. Performance management systems are often complex and disconnected. It provides enough control so that people … As Chapters 5–12 show, there are barriers to virtually all of the suggestions listed above, and . An effective performance management system provides enough guidance, so people understand what is expected of them. Reported benefits of effective performance measurement . Performance appraisal and performance management systems that produce outcomes that are consistent with employees’ needs and preferences will be associated with higher levels of performance improvement. Performance management system is seen as an efficient vehicle to successfully deliver on the strategic objectives and goals of organisations. 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