Organizational performance management systems:
The balanced scorecard (BSC) looks at company objectives strategically broken down into financial, customer, internal processes, and people perspectives.
Management by objectives (MBO) helps create company objectives used as guides for creating employee objectives which differs from BSC because the objectives aren’t necessarily linked to one another.
Personnel performance management systems:
Objectives and key results (OKR) set, track and measure progress towards a goal regularly.
HR review-driven systems focus on individuals developing specific skills, company culture, and growth within the organization, which can be combined with OKR.