Burnouts are a severe, negative consequence of lacking performance management within firms and a result of a disbalance between energy input (e.g: sleep, social activities, physical activity) and output (e.g: workload, anxiety on the job, caring for a kid) Burnouts lead to employment challenges for firms, resulting in a potential threat for the strategic competitive advantage for the firm. Moreover, on an individual level, high risks of burnout lead to severe consequences for the individual health of knowledge workers (e.g: cardiac diseases, impact on personal life, auto-immune-diseases) and major costs for both the society and firms itself. Dutch Journalists of the NRC concluded that an average burnout accounts for €60.000,- per burnout, while the total societal burden account for €1.8 billion each year as a result of direct and indirect effects of burnouts. Despite the competitive significance of vital employees for firms, we see an increasing number of burn-out related cases within the Netherlands. In 2019, 14,6 people per thousand inhabitants were officially diagnosed with neurasthenia/surmenage (=burnout) by their general practitioner. Moreover, in 2018, Approximately 16,4% of the male employees and 18,1% of the female employees experienced “multiple times or more” burn-out related symptoms during the month. Generally, this is 1 out of 6 employees of the Dutch workforce. This account for a 41% increase of burn-out related symptoms with men and an increase of 66% of burn-out related symptoms with women. The Quantified-Self (QS) philosophy prescribes the approach of the human being as a machine and, following the QS fanatics, has the potential to optimize performance. For example, the QS-approach is widely adopted within athletes sporters to optimize performance based on oxygen-levels and heartrate measurements. However, measuring different elements of the human body (such as nutrition, sleep or physical activity) has not yet been able to decrease the development of burn-out related symptoms. This research addresses the question on how the quantified-self and life-logging can contribute to the optimization of energy management within firms, and thus decrease the risk on burn-out related amongst knowledge workers and implicated side effects as stated above. First, an integrative, holistic framework is presented (the Vitality Map) which incorporates all relevant determinants (21 in total) influencing the knowledge worker battery, and thus, determine sustainable performance of knowledge workers. These determinants are categorized on four levels, which consist of two levels of non-adjustable determinants and two levels of adjustable determinants. An extensive literature is conducted, integrating five theoretical domains which lay around the solution, including health & vitality, artificial intelligence, knowledge workers, performance management and human resource management systems. Based on the literature research, societal and competitive challenges are analyzed and translated into 9 Design Objectives. The Design Objectives are generic objectives which human resource management systems should incorporate in order to facilitate optimal performance management of individual knowledge workers within firms. The following Design Objectives are formulated:Thirdly, the Performance Management System (PFMS) Framework is developed, which builds forward on the Vitality Map and which presents how the data collection, aggregation, analysis and presentation should be implemented within firms. The PFMS is presented in Figure 2. This framework provides a fundamental description of the performance delivery process (energy charge to performance) and shows how the data can contribute to informed consent in performance management and policy developments, which leads to better strategic decision making in firms in relation to the human resources available within the organization and preventive interventions which decrease the costs which are associated by curation of burmouts. Moreover, the PFMS Framework suggests how the positing and collaboration of health, vitality and performance consultants and internal stakeholders within the firm can cooperate in order to optimize human resources within the company. At last, the research contributes to the scientific development of cross-disciplinary approaches in human resource practices. Five theoretical domains are integrated and incorporated in a single artefact which is supported by the interviewees. Further research is suggested to explore the practical implementation of the artefact prototype as developed in this This Thesis Research. However, human resource managers and IT managers within firms can adopt the practical tools as provided in this Research Paper.