The development of a consistent, integrated human resource performance
management strategy has been advocated by both academics and practi
tioners. This article proposes a model of the role of Critical Incident Technique
(CIT) in the organizational integration of performance management. CIT pro
vides qualitative performance data across a range of human resource man
agement activities, including job analysis, selection, performance appraisal,
and training and development. A chain of such feedback systems has been
identified as facilitating integration of staff performance management with
organizational strategy and other processes. The ensuing discussion reviews
the development of CIT and evaluates applications of the approach. The paper
concludes that such a behavioural approach, despite some caveats, appears to
have broad applicability to performance management.
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