This chapter deals with the development, features and issues of Performance management systems (PMS) and factors that are evaluated to influence its changing nature. PMS in South Korea can be best understood in the context of the transformation companies have gone through in the nature of their relationship with their human resources (HR) and HR management as a whole within Korea's institutional and cultural context. PMS developed within this context and Korean HRM, which was characterized as paternalistic and collectivistic with a seniority-basis of lifetime employment and tenure-based pay. Koreans' emphasis on affective relationships is often extended to contract-based relationships, such as employment relationships. As far as the purposes of performance appraisal (PA) systems implemented in Korea are concerned, an administrative purpose is dominant, although these have been gradually extended to feedback and developmental purposes. The main source of PA information is a superior's observation and judgment. PA done by superiors is the dominant form in Korea.