Align individual performance with organizational goals ,values
Performance improvements performance feedback allows the employee,
Manager and HR to intervene with appropriate actions to improve performance
Compensation adjustment-performance evaluations help decision makers determine who should receive pay raises. Many firms grant part or all of their pay increases and bonuses based upon merit, witch is determined mostly through performance. Often promotions are a reward for past performance
Training and development needs Poor performance may indicate the need fro retraining Likewise, good performance may indicate untapped potential that should be developed
Career planning and development Performance feedback guides career decisions about specific careers paths one should investigate
Equal employment opportunity Accurate performance appraisals that actually measure job related performance ensure that internal placement decisions are not discriminatory
External challenges sometimes performance is influenced by factors outside the work environments, such as family, financial , health ,or other personal matters .if uncovered through appraisals, the HR department may be able to provide assistance
Performance of specific unit –Good or bad performance throughout the department indicates how well the particular function is performing
Job design errors Poor performance may be a symptom of ill-conceived job designs, job analysis and evaluations
Staffing good or bad performance implies strengths or weaknesses in the HR’s recruitment ,staff development policies, human resources plans or training
Align with Business goals ISMARTA
Inspirational specific measurable achievable relevant time-bounded agreed
Balance scorecard business customer process financial self-improvement
Key performance indicator KPL
Critical incident method behavioral observation scales