How to design effective performance management system ? AN effective management system can measure organizational and employee performance. Performance management involves multiple levels of analysis, and is clearly linked to the topics studied in strategy HRM as well as performance appraisal. The objectives of performance management system often include motivating performance, helping individuals, developing their skills, building a performance culture, determining who should be promoted, eliminating individuals who are poor performers, and helping implement strategies.Hence, the main purposes of a performance include: The work is performed the best by employees, employees have a clear understanding of the quality of work expected from them, employees effectively these are performing relative to expectation, awards and salary increases based on employee performance are distributed, opportunity for employee development and finding reasons and solutions why the employee performance that does not need expectation. These issues will be performance management usually main purposes.However, performance management system usually have these phases: Phase 1 ( developing and planning performance), It includes outline development plans, setting objectives and getting commitment for the organization. Phase 2 ( managing and review performance), it includes assess against objectives, feedback, coaching, document reviews, . Phase 3 ( reward performance), it includes personal development, link to pay, results performance. What is the performance management aim? On setting objectives stage, the management needs to know how to achieve and help to encourage commitment and understanding by linking. The employees' work with the organization's goals and objectives. It needs to let employees to know how to achieve its missions clearly. So, targets need to be settled for each performance and goals setting is the fundamental aspect for an organization. They further indicated that productivity gains will be supported for and employees' participation in the process of setting objectives. It is a motivational process which also gives the individual the feeling of being involved and creates a sense of ownership for employees.⦁Performance management strategy raises bank organization efficiency⦁What role influences personality play in the time pressure bank working situation ? Can performance management strategy solve different departments employees efficiencies, in front line service and back line support service bank organizations ?Personality is a stable set of characteristics representing the internal properties of an individual. These characteristics, or traits are relatively, are major determinants of behaviour and influence behaviour across a wide variety of situation. The personality played role in the situation at the bank as: Marian, new employee of this bank loan manager, although she had more experienced in bank loan department, but she could not deal how to persuade this bank eight sections of managers to discuss how to solve loan volumes decreasing trouble successfully and meeting was poor performance and these was no result within eight months. Finally, she decided to enquire Vince Stoddard, the bank president to give suggestion to her how to persuade them to attend any meeting and how to persuade Dave, loan manager to assist her. Hence, she could not perform that she was one experienced person to have ability to solve any staffs personal trouble in this bank loan department within eight months successfully. I think she had an emotional instability trait, the degree to her to handle this issue stressful and she handled high demand situation with difficult. It influenced her job performance poorly and she could not success to work with this bank loan eight sections of managers, so she could not feel job satisfaction.