will face if this strategy is implemented. The employees will lose because, after the economic crisis, they will find themselves at the same professional levels as before the crisis. As no performance management has been undertaken, there have been no training programs etc. And the employees will simply find themselves not adapted to the challenges of the environment. They will find it difficult to move to another organization or be promoted in the near future. The costs for the organization are even more significant and the previous paragraphs had hinted towards this. The main cost for the organization translates into the decrease in performance, over time, of its human resource and, indeed, of the overall quality of the personnel. At the same time, an additional cost will be the company's inability to make accurate strategic decisions, since the human resource will no longer be sufficiently well prepared to undertake these. The company will likely find itself in a position where it will not be able to tell how well its employees are able to perform.

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A strategic like this would undermine the medium and long-term development of the organization. As someone mentioned, "employee performance management is a necessary tool in making sure your firm's employees are putting their best foot forward" (Richards, 2010).
Bibliography

1. Richards, Brian. 2010. How to Create an Effective Employee Performance Management System. Accelerated Outcomes. On the Internet at http://acceleratedoutcomes.net/how-to-create-an-effective-employee-performance-management-system / Last retrieved on August 2, 2011

2. Heathfield, Susan. 2011. Performance Management is NOT an Annual Appraisal. On the Internet at http://humanresources.about.com/od/performanceevals/a/performancemgmt_2.htm. Last retrieved on August 2, 2011