Table of Contents

ABSTRACT 1.0 INTRODUCTION2
2.0 PROBLEMS AND ISSUES IN IMPLEMENTING PERFORMANCE MANAGEMENT4
2.1 Lack of Credibility4
2.2 Lack of Consistency…………………………………………………………………………………………………………..4
2.3 Lack of Established Goals………………………………………………………………………………………………….5
2.4 Lack of Clear Strategy……………………………………………………………………………………………………….5
2.5 Lack of integration……………………………………………………………………………………………………………5
2.6 Design challenges……………………………………………………………………………………………………………..6
2.7 Lack of leadership support………………………………………………………………………………………………..6
2.8 Implementation failure…………………………………………………………………………………………………….7
2.9 Lack of rewards…………………………………………………………………………………………………………………7
2.10 Communication challenges…………………………………………………………………………………………….8
2.11 Lack of evaluation…………………………………………………………………………………………………………..8
3.0 SUGGESTION……………………………………………………………………………………………………………………….9
4.0 CONCLUSION……………………………………………………………………………………………………………………10
REFERENCES

ABSTRACT
Performance management system significantly exists to create the context and measure of employee’s performance. Performance is greatly defined as the potential for future successful implementation of actions in order to reach the objectives and targets. This paper takes a closer view on the various issues and obstacles which shadowed around performance management and presents various recommendations on how to overcome hindrances with regards to performance management system.

1.0 INTRODUCTION
Performance management is generally referred to as a process by which managers and employees work together to plan and monitor and review an employee’s work objectives as well as overall contribution to the organization. In fact, performance management is considered more than just an annual performance review. It refers to the continuous process of setting objectives, assessing progress and providing on-going coaching