In this research

In this research, various methods including 360o feedback, rating scale, management by objectives, balanced scorecard, behavioural checklist and psychological appraisals will be explored.
Model to Analyze Performance Management System
In this research, performance development planning, ongoing discussions, performance development review and rewards and recognition will be explored in line with Fletcher and Williams (2013).
Impact of performance management system on employee performance.
Taylor and Pierce (1999) in research associated to the impact of performance management system on employee performance look at the effects of introduction of Performance management system on employees ‘attitudes and effort. They conclude that the attitude of employee improves due to increases in organizational commitment, cooperation and satisfaction with their supervisors. Furthermore, their outcomes also point out clear measurable targets is provided to employees with the introduction of performance management system. But their outcomes also show major fears on unfairness in bonus distributions and ratings when performance management system is introduced. Some comparable prior studies like Bevan and Thompson (1992) and Fletcher and Williams (1992) have established that performance management system improved employee commitment, motivation and participation by growing employees’ sense of individual value and advancing the employee ‘s view of empowerment.
Challenges to Implementation
Given that the Fair Trading Commission of Seychelles has been chosen as a case study, therefore the time allocated to conduct interviews and survey will prove to be a major challenge. All the interviewees will be working and carrying out their daily tasks. Even I as the researcher the ideal time for the survey or interviews might not be the ideal time for the staff.
Furthermore, the organisation is yet to develop a database for all staff information, therefore the retrieval of past data and its reliability may be an issue and time-consuming. In this instance I will also have to rely on long service staff for input instead of factual data.
Usually, staffs are not comfortable in sharing or giving their thoughts to someone in higher authority due to the fear of being targeted in any way. As the researcher, I have to use my leadership skills to reassure them that the purpose is for research only with the aim of improving the organisation for everyone working now and in the future. Failure for maximum participation of staff might be a concern as this will impact on the population sample and result in generalisation.