Organizations and companies need employees to manufacture products or work with customers. Successful organizations discuss performance issues and work on strategies to help employees and management meet organizational goals. Employee incentive programs have been a successful way of helping achieve these goals. This paper will discuss performance management and show how apac incentive plans relate to their specific organizational objectives. It will also show if incentive plans help apac achieve its goals and objectives.

Performance Management is defined as the process through which managers ensure that employees activities and outputs contribute to the organization’s goals. This process requires knowing what type of activities and outputs are needed in each individual organization, observing whether they occur and providing feedback to help employees meet expectations of the company. While giving feedback, management and employees may find performance issues and think of new ways to resolve issues. Performance Management can be approached in different ways. Performance appraisal is one way companies rate employees and was the way most organizations have previously evaluated employee performance. The evaluation of employee performance by using a scale has many negative results. Performance appraisal measures specific areas of employee performance usually annually or sem-annually. Evaluations usually rate employee performance on a scale and if the evaluation is good, raises are given to the employee. Evaluations and appraisals are uncomfortable for the employees and managers if the employee being evaluated needs too much improvement. Employees often take offense to negative feedback on his or her performance. Managers sometimes have a hard time making decisions on an employee performance. Some managers abuse the evaluation system and make the evaluation on a personal perspective. Employees sometimes see the appraisal as being a way to single out an individual employee. Employees generally feel as though they haven’t had a fair evaluation.
Many problems arise with this traditional way of evaluating employee performance, so many organizations are changing the way employees are evaluated. Companies are now focusing on specific relevant aspects of employee performance, appraising and providing feedback with problem solving and rewards. This new way of evaluating employee performance helps managers and employees focus on organizational goals. The purpose of performance management systems is to help organizations meet business, administrative, and developmental goals. One way of helping meet organizational goals is employee incentive programs. Employee incentive programs are highly effective way to boost employee morale. Employees need to see that the company cares and appreciates the employee hard work and dedication. Employees are more productive when they get extra benefits for exceptional jo b performance. There are many types of employee incentives. Some examples include bonuses, company picnics, trips to special places for the employee and their families, reward points for prizes and promotions within the company.