A comprehensive performance management system will be thorough, inclusive, practical, meaningful, reliable, open, ethical and correctable, among other qualities (Aguinis, 2013). Additionally, the performance management process will be an ongoing process including processes such as coaching and employee development. An ideal performance management system will serve an organization by developing satisfied and competent employees who are actively engaged in helping the organization achieve its strategic goals, mission and vision. Consideration of an ideal performance management system for a business school should be discussed to include organizational strategy, systems, implementation factors, and employee development components. Organizational Strategy The main objective of performance management is to help organizations achieve their strategic objectives (Aguinis, 2013). These strategies arise from the organization’s vision and mission statements (Johnson, 2013). The performance management system, if effectively developed, will join unit and individual goals with the overall goals of the organization so that all parties work to achieve the same goal (Aguinis, 2013). Additional benefit can be gained from the performance management plan as it serves to ensure employee engagement in organizational goals (Aguinis, 2013). In the College of Business, the purpose, vision, and mission of the organization are modified to adequately serve these goals. Organizational Purpose The College of Business is committed to success. Student success is a major concern of this organization as a business school. As an AACSB accredited college, the organization is in a good position...... middle of paper ...... what does the evaluation of excellence look like? Journal of Applied Business and Economics, 12(1), p. 57-71. Oberoi, M. and Rajgarhia, P. (2013). What your performance management system needs most. Retrieved from http://businessjournal.gallup.com/content/161546/performance-management-system-needs.aspxSociety for Human Resource Management. (2012). Performance management: can our company vision and values ​​be reflected in our performance management system? Retrieved from http://www.shrm.org/TemplatesTools/hrqa/Pages/Canourcompany%E2%80%99svisionandvaluesbereflectedinourperformancemanagementsystem.aspxThe Deming Institute. (2014). Theories and teachings. Retrieved from https://www.deming.org/theman/theories/fourteenpointsUniversity of Cincinnati. (2013). Vision, mission and core values. Retrieved from http://www.uc.edu/business/index/about-us/vision-mission-and-core-values.html