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Performance management tends to be more dependent on the regulatory framework of companies rather than simply pursuing the strategic plans and goals by implementing key concepts into their performance evaluations. Besides, performance management is a complicated process involving the capability of utilizing new technologies, understanding the willingness of staff, and estimating the influence on the environment of the organization. ("Performance management in health care: the past, the present, and the future" pg. 8)

On the other hand, as globalization proceeds, the structure of the market gets more sophisticated and dynamic, diversity of the globe becomes less obvious. But it also means companies should adjust their strategies more often to adapt to this fast-changing environment. Companies like Cargill and Adobe implemented continuous performance tracking software (EPMs), by training performance managers or supervisors, the manager group obtains employees' task performance reports on a daily bias so the plans for training, promotion, and firing are fully-adjustable all the time. Employees in Adobe also use a graphic rating scale (pulse surveys) to ensure the quality of the performance management, using such systems reduces the overall turnover rate dramatically.

Companies like Facebook also give priority to peer-to-peer performance management. With the help of an internal performance management system, managers can get real-time feedback from employees, reduce logrollings and hopefully solve problems as quickly as possible. ("Performance Management: Best Practices and Examples")

Personally, I believe the usage of management tools on performance management is an inevitable consequence, due to the trend of developing technology. To manage a huge group of employees, connecting individuals to the goal of the whole company, showing leadership at all levels within the organization, old-fashion methods are too inefficient and sometimes unreliable. Using technology avoids some of the drawbacks of manual evaluation such as halo effects and appraisal biases.