Performance management; to different populace, holds various connotations. To few, it is just the process of gathering data concerning performance, while others take it to be a name provided to self-evaluation. In actuality, performance management is the feat taken as a reply to performance in a certain task being carried out, or a service being provided in order to improve the outcome. Advancement in the result does suggest and a boost in either the quality or quantity or both of the services being rendered; but it does not always denote an raise in input levels. The capital being invested might still be the same as before; it is only so that they are allocated and utilized more effectively than they were before. The procedure of performance management involves gathering and then evaluating data connected to performance, and taking measures accordingly. On an individual level, it might only consist of personal assessment. nonetheless, on a huge level; such as in a organization, it would involve useful communication between employees, increasing a strong ideology of joint effort, constantly monitoring the staff’s progress and performance and continually revising performance management strategy to make possible further development in the outcome based off of the feedback acquired from regularly noticing performance levels. Performance management does not always, however, guarantee betterment in outcome. The enhancement in outcome by efficient allocation of resources determined by expansively noticing performance and discovering possible frail links in an organisation’s manufacture methods and structure is the spot on reason of performance management and its desired result, not a pre-ordained effect. Performance management alone does not result in betterment of result; it requires progression in certain activities that could be made more effective through enhanced management of its inputs. Novelty and creativity are important for the organizational restructuring or process redesigning required for improving the lacking highlighted by performance management. Only once all this is done can improvement in outcome be assured. The execution of performance management can be done in a variety of ways. One can start by highlighting areas that have need of improved performance and curing it whichever way feasible from the top of a companies hierarchical structure or vice versa. The performance management data gathering; using the standardized or flexible method, can either be focused on certain aspects of a business or be a detailed and comprehensive performance-related accounts of all activities. No matter how performance management might be implemented, it uses facts and data collected to justify the requirement, and pave the way, for improvement. Performance management might have varying uses in different organisations. It might even be implemented differently, depending on an organisations structure and its requirements. However, there are a few key characteristics that all organisations who apply performance management effectively do possess in common. Said organizations efficiently manage performance data and handle it accordingly, which gives them a profound understanding of the companies weaknesses and strengths. Furthermore, they have strong leadership which consequently breeds a getting things done attitude inside the company. Employees are highly motivated as well, as job descriptions are clearly defined and there is clarity over performance related rewards and sanctions.