Strategically, PM is an integrated approach to increase the effectiveness of organisations by improving the rate of allocation and use of resources, performance of people working in the organisation and developing capabilities of teams and individual contributors.
Employees’ personal goals can actually be reconciled with organisational goals, thus being harnessed to the increase of productivity and profitability of organisations that implement well-structured PM. PM can be applied by organisations as a whole, single departments or sections inside an organisation, or even individual persons. In this, the performance process can be referred to as self-propelled performance process.
As already observed, a thorough analysis should be carried out to so as to define accurate job mission statement for each role in the organisation/unit. It defines jobs in terms of purpose, customers, product and scope. This will enable also to determine the necessary key objectives and performance standards for each job position.
Once this has been completed, work analysis for each particular job in the organisation should be made, addressing such issues as the job description, scope of responsibility, target setting procedures and reporting structure. Where job description is missing, this process will actually produce it, in line with the overall organisational needs. Thus, the personnel performance analysis will help your organisation is to determine the continuous critical objectives and performance standards for each job and for the organisation as a whole along with the articulation of inter-personnel relations, management roles and responsibilities and the personnel-management relationship.