Definition of Performance Management   * Performance management acts as a continuous process.   * Determines performance and aligns it with organizational goals.   * Identifies, gauges, and develops overall organizational performance.   * Maintains good communication between employees and supervisors.   * Communication entails setting goals, feedback, and reviews results.   * The process occurs throughout the year (Aguinis, 2013).   * Process entails end-to-end supervision of organizational performance. Performance management is defined as an ongoing procedure that focuses on pinpointing, gauging, and developing the performance within organizations while aligning it with the anticipated objectives. The process also entails maintaining excellent communication between workers and supervisors to attain the projected goals efficiently. Performance management occurs throughout the year and concentrates on setting goals, observing performance, offering feedback, and appraising results (Aguinis, 2013). Consequently, performance management involves providing end-to-end supervision of individual and team performance. Aligning Performance Management with an Organization’s Strategy   * Performance management aligns with the organization’s strategy.   * Employees’ activities should match the organization’s goals.   * The alignment maintains efficiency and competitive advantage (Aguinis, 2013).   * Alignment entails setting targets reflecting organization’s strategy.   * The targets should be feasible.   * The goals must be communicated effectively.   * Goals should be reviewed and monitored frequently. Aligning performance management with organizational strategy entails matching the employees’ activities and performance with the organization’s approach to achieve the anticipated objectives and increase the competitive strength. The alignment also involves entails setting targets that fully reflect the organization’s strategy. The targets should be feasible to ensure that they are easily achieved. Additionally, the goals should be communicated effectively to all employees to avoid unnecessary confusion (Aguinis, 2013). Lastly, the targets must be appraised and monitored regularly to identify the overall progress and areas that need improvement. Benefits of the System   * Performance management has several benefits.   * One of the benefits is increased motivation.   * Employees remain highly motivated to improve performance.   * Secondly, performance management augments self-esteem.   * Continuous feedback fulfills needs and increases recognition (Aguinis, 2013).   * Thirdly, the system makes organizational goals clear.   * Employees fully comprehend organization’s needs and strategies.   * Fourthly, the system upsurges employee competency.   * Organizations improve performance through employee training.   * Improved competence increases employee satisfaction.   * Fifthly, the system reduces misconduct (Aguinis, 2013).   * Understanding an organization’s strategy encourages ethical practices.   * Lastly, performance management prevents unnecessary lawsuits.   * The system maintains compliance with regulations. Performance management has numerous benefits to organizations, which create its high demand. One of the benefits of a performance manageme