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Of course.........IF the top management abstains from stating the "philosophy, commitment & diligent practice" to their workforce......it just fails. The stated commitment could be in various forms......CEO's short video, Department/Business Heads visible practices in annual objective setting, Consistent communication in "relating strategy in ACTION" across organisation.......etc.....!!
To implement the performance management system properly, top management support is essential. Without support from the top management, performance management will be values less and ineffective as well as wastage of time.
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