IndexWhat is performance management?Performance Management FeedbackArtificial IntelligenceConclusionIn the proposed paper, we will focus on performance management (PM): it is a process aimed at ensuring that a set of activities and results meet an organization's objectives effectively and efficiently. Performance management can focus on the performance of an organization, a department, an employee, or the processes in place to handle particular tasks. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay “Performance leads to recognition. Recognition brings respect. Respect increases power. Humility and grace in moments of power increase the dignity of an organization.” Everyone in the world today wants to make an impact, they want people to remember them for their achievements and their great contributions. But all these things can only be possible if people are given a chance to work, a chance to show their skills, a chance to get the desired project, a chance to work or perform the way you want. And all these possibilities can be possible if we keep the right person in the right job. This is where performance management comes into play as we might say or call it for the right job at the right time It remains ongoing since the candidate joins, joins the institution, works within, achieves desired goals, gets promoted, adds to companies and one's career. . Companies spend a lot of capital managing their HR capital. As said by Nagavara Ramarao Narayana Murthy “Our goods go out the door every evening. We need to make sure they come back the next morning.' If we want our human resources to return to the office, we need to create our policies to be: Transparent Encouraging Supportive Up-to-date Competitive. What is performance management? The performance management process is a systematic process of managing and monitoring employee performance against to their key performance metrics or objectives. It is considered a process to guide individual and organizational performance management. People often misunderstand performance management with performance appraisal. However, performance management is very different from performance appraisal. The purposes of performance management system are as follows: Feedback mechanism: The purpose of performance management system is to develop a systematic feedback mechanism. Create a path through which employees become aware of their contribution to the organization in terms of performance. It also conveys to the employee the required improvement in performance to meet the established standards. Development Concern: Addresses development issues in the organization. Recognizes the development of skills and knowledge required in the organization and facilitates appropriate training programs. Documentation Concern: Create a database for the organization where all employee information is collected. Information about the level of performance, skill, knowledge, competence and regular rewards received by the employee is maintained in this database. Diagnosis of organizational problems: Ups and downs in employee performance are recorded using the performance management system. This record helps diagnose organizational problems. It gives an idea on where thework is going wrong and what improvements are needed to improve the organization's performance status. Employment Decisions: Based on performance management records, management makes various important decisions. The decision includes organizing training and development programs, promotion, increasing or decreasing salary, hiring decisions and much more. Performance Management Feedback Performance feedback is the most important part of the performance management system. It is used by the organization in the following ways: Areas for improvement: The management and supervisor promptly provide information to the employee on areas in which he can improve his performance. Includes tips, modalities and coaching for performance improvement. Game Plan to Improve: Motivation and direction are provided through feedback in order to create a game plan to improve performance. Results and Results: In the performance management system, feedback includes both positive and negative information about employee performance. The manager can declare the team member's achievements and achievements in public meetings or on the common communication platform to motivate the employee's performance. An individual meeting is suggested to convey the negative feedback to the employee. Attitudes and Behaviors: Employee attitudes and behaviors are also addressed during performance management. Through performance feedback, managers propose the favorable behavior expected from the employee to ensure the success of teamwork. The optimistic attitude of employees keeps the organization thriving and inspired. Goals for next year: In annual feedback meetings, managers discuss upcoming challenges and job responsibilities with the employee. New goals and objectives are set for employees for the next financial year. The employee's expected standard performance is also conveyed in the performance feedback meeting. Now, like all of us, we have some understanding of performance management and how it is useful for any organization. Now you can immediately start a brief understanding of machine learning or artificial intelligence as it is. Artificial intelligenceRefers to the simulation of human intelligence in machines programmed to think like humans and imitate their actions. The term can also be applied to any machine that exhibits traits associated with the human mind, such as learning and problem solving. The ideal characteristic of artificial intelligence is its ability to rationalize and take actions that have the best chance of achieving a specific goal. When most people hear the term artificial intelligence, the first thing they think of is robots. That's because big-budget movies and novels weave stories about human-like machines wreaking havoc on Earth. But nothing could be further from the truth. Artificial intelligence is based on the principle that human intelligence can be defined in such a way that a machine can easily imitate it and perform tasks, from the simplest to even more complex ones. The goals of artificial intelligence include learning, reasoning, and perception. As technology advances, previous benchmarks that defined artificial intelligence become obsolete. For example, machines that calculate basic functions or recognize text through optimal character recognition are no longer considered to embody artificial intelligence, since this function.