Definitions of Performance Appraisal System

(Orpen, 1997; Martin and Bartol, 1998; Cook and Crossman, 2004) pointed out that the outcome of the staff is attributable to the success and the survival of the enterprise (Aspen, Drucker, 1994; Barney, 1995) A way that can match the achievements of the company with the goals of the company that can motivate employees, manage performance and improve them. Performance assessment is most important in all Human Resources (HR) operations (2002, Boswell and Boudreau, 1993, Judge and Ferris, 1996, Yehuda Baruch, 1996), the most controversial areas being studied It is one. Psychology over 70 years (Fletcher, 2002)

In this research, we summarize academic literature on the definition of performance evaluation system, its purpose and criteria for implementing the process. Evaluation is clear from the evaluation that it is an important management tool for measuring the performance and potential of employees over a period of time. In addition, most scholars agree that it is necessary to combine individual goals and goals with organizational goals in order to achieve maximum productivity. However, the direction of evaluation depends on the purpose of evaluation. In addition, the best criteria for evaluation includes objective metrics and participatory labor attitudes. Ultimately, in order to make the evaluation system effective, it is necessary to decide by the performance standard which must be decided based on individual job contents.

Improvement of the performance evaluation system is a socially defined problem sharing performance evaluation, which is consistent with the original intention of the organization's decision. Management development experts can assist the process by training the evaluation system, analyzing the potential benefits of the organization, and recognizing that all evaluators need training. To make maximum use of performance evaluation, management development experts need to be a political strategist, an expert in evaluation system, trainer, salesperson, and catalyst.

There are many advantages to introducing a regular and systematic performance evaluation system within the AOD organization. In order to make maximum use of performance evaluation it is recommended to build a system in consultation with workers and managers and to establish clear relationships between valuations and beneficial rewards and outcomes ( Duraisingham V. and Skinner N. 2005).

HP has one of the best performance evaluation systems. The performance evaluation system used by HP has always supported company goals, ideals, and culture. The main tool used in the HP performance evaluation process is MBO. MBO is considered to be efficient and effective. The HP performance evaluation system begins with identifying short- and long-term targets for company goals. The advantage of MBO is to give employees the power. It allows employees to decide how to achieve the goals they set. Encourage employees to give advice and advice on how to contribute to the success of the organization. The MBO as a tool is considered to be an effective and efficient performance evaluation system. The effectiveness of each PAS depends on the way people use it.