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Management does not necessarily always have to focus on the organization as a whole: it can perform its function by focusing on the performance of a department or an employee. Or in the processes in place to manage specific tasks. But, in the end, all of them must be aligned with the larger goals of the organization .

The concept of performance management has evolved since it first appeared as a concept. What was once an annual process is now in transition to continuous management , always updated and integrated with other actions. The objective is to ensure that employees perform efficiently throughout the year. And so they can solve any problem that could negatively affect their performance.

In this way, it is possible to see that nowadays automation plays a very important role in management. And many of the processes involved can be optimized so that employee performance is managed strategically.
As we have just seen, performance management is an initiative that guides employees towards setting and achieving their goals in alignment with the organization’s goals, whether global or immediate.
To be clear, let’s say this in other words. Talent management is the full scope of HR processes for attracting, developing, motivating and retaining high-performing employees . Did you understand? Easier, isn’t it?

Therefore, we can see that there is a difference in approach between the two things. Performance management is something more focused, more oriented to the performance of the employee, in the position he occupies. Talent management, on the other hand, takes a broader view, going from the moment of hiring to the moment of engagement and retention.

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