(2012) stated that senior managers are more likely to see a strong connection between performance management and company values ​​than resource professionals human. This means that senior managers and HR professionals disagree on the impact of performance management systems on organizational effectiveness outcomes such as customer service, quality, competence and relationships. work. But they agree on the impact of performance management on outcomes such as flexibility, business awareness, financial awareness, and alignment of employee and organizational goals. Meanwhile, Chau (2008) tells us about the impact of performance management systems on organizational effectiveness. He exclaimed that strategic performance management can take place at the top management, middle management or strategic operations level. Its impact on team strategy, business performance and organizational effectiveness can be considered as a particular phenomenon: strategic team performance.