A performance management system refers to an organized approach of measuring ways through which employees perform within an organization it serves as a process through which a company ensures that its goals mission, and objectives match with the existing resources, including material and manpower among others and sets priorities (Kumar, 2011) . For the organizational culture and utilization of performance standards and criteria, they influence the remaining elements attributed to a performance management system. For instance, an organizational culture might have differing influences toward the motivational and performance levels of the employees. Oftentimes, it is possible that employees exercise hard work to realize the goals of a company when they regard themselves to serve as part of a corporate setting. The distinct cultures prevalent in a single organization might also influence the performance of the employees. For instance, when a company embarks on maintaining a resulted culture, the employees might follow the trend. However, in case a firm permits a socially active and outspoken approach, it might face competition among distinct areas of operation (Varma, Budhwar, & DeNisi, 2008) . Permitting different areas to institute their individual standard and cultures would impact the performance management system within the entire organization.
With the rapid advancements realize din technology, an internal training program would play an essential role in allowing the workforce recently promoted to positions of supervisors to develop leadership skills that would allow them to emerge successful in their areas of operation. For this initiative, it should comprise of leaders serving distinct interests and functions, which would come together to establish self-awareness while providing an avenue for learning of the context through which they should lead and deploy the new skills to boost growth (Kotter, 2008) . For the internal training program, it should ensure the participants are introduced to ways of recognizing problems affecting the real world organizational practices while ensuring to develop them. The internal training program needs to ensure that it fosters a collaborative and trusting learning environment. By adopting a team strategy, the participants would realize distinct perspectives while at the same time establishing a support network. The major area of focus in this case should entail making sure that the program has actual effects to the business strategies or processes (Flamholtz & Randle, 2011) . It would serve as the ideal way for the newly promoted supervisors to learn actual lessons and repercussions that come with their positions.
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References
Flamholtz, E., & Randle, Y. (2011). Corporate culture: The ultimate strategic asset. Palo Alto: Stanford University Press.
Kotter, J. P. (2008). Corporate culture and performance. New York: Simon and Schuster.
Kumar, D. (2011). What is performance management system? New Delhi: Pearson Education India.
Varma, A., Budhwar, P. S., & DeNisi, A. S. (2008). Performance management systems: A global perspective. London: Taylor & Francis.
