Q23How performance measurement strategy influences effectiveness ?Performance means understanding as achievement of the organization in relation with its set goals. It may include outcomes achieved, or accomplished through contribution of individuals or teams to the organization's strategic goals. It brings this question whether effective performance measurement can raise the organization's effectiveness. Performance has a linkage with the individual potential and how best it is realized by the individual organization needs performance measurement because it needs to measure every employee individual job behavior in order to evaluate whether his/her performance is acceptable to either raise salary/ wage or keep the same level salary/wage or appreciate to promote higher or senior position or unemploy ( fire) the employee, when his/her performance is poor or unacceptable task level to earn this position level's reward with regard to manage. The employee's potential becomes the input to the productive process and performance is the out. It seems that when the one organization has many good performance employees number, then its effectiveness can not be improved to be better to compare the another similar industry organization has less good performance employees number, then its effectiveness can not improve to be better. The actua reason many include any company is one cooperative organization, it needs different teams or departments' members, workers, staffs to participate to work in low, middle, top level organizational structure. Hence, one organizational behavior can not be influenced only by one employee individual behavior or performance. The organization's overall performance or effectiveness ought be influenced by group ( team) and organizational purpose, group ( team) or organization capacities and resources, human climate in the group or team or the organization, the ( team) group every member personal performance quality, efficient level, productive level. So, organization needs to consider how to make reasonable or fair feedback on group ( team) overall performance. It does not only consider how to make reasonable or fair feedback on the top or middle level management employee individual performance only and it neglects to consider the low level employee individual performance measurement.There are three abilities in an individual are said to be essential for performance achievement to evaluate whether the employee individual performance to excellent, good, common, poor level. They include the employee individual desire or motivation himself/herself ability, knowledge or know-how quality or action to actualize ability. Hence, one excellent performance employee whom ought have these above personal quality or ability characteristics, then he/she can perform the esscellent job performance. If the team or group or department owns the employees whom own above these abilities, then group, team, department's effectiveness will be improved, or efficiency can be raised, or productive growth can be raised more easily. However, effective performance measurement model was based mainly on financial measures and considered as one component of the planning and control cycle view, it is based on multipl non financial measures where performance measurement acts as an independent process includes in a set of activities. How to design an effective performance measurement