Why Evaluating Performance There is general consensus among theorists and practitioners that employees can perform well

if their performance is evaluated. Evaluation of the performance of an individual employee in an organization is referred to as performance appraisal (Armstrong, 2008, !"#. There is also agreement that appraisal is part of the wider process of managing performance in wor$ organizations. %oreover& a good num'er of scholars have laid a clear distinction 'etween evaluating the performance of the organization and evaluating the performance of the individuals in wor$ places. (espite the fact that performance Appraisal is given a status of 'eing a su')organ rather than an independent organ of the *+% function, a num'er of researches conclude on a specific ground that elevating employees is something important that if not done, the managers can hardly ma$e employees aligned with the o',ectives of the organizations (*endry, ---& .girwa, 2000& Armstrong, --/#. 0n a specific view of .girwa, *uman +esources %anagement has many $ey leavers including recruitment and selection, *+ planning, Training and (evelopment, 1ompensation, safety and health , la'or relations, disciplinary procedure and motivation, 'ut appraisal plays a lin$ing and complementary role 'etween all those. 0t is the only opportunity that provides the feed'ac$ to 'oth the employer and employees that the contri'ution of either of the two to the other is poor, fair, needs to 'e improved, or is e2cellent that a part should e2pect to 'enefit more from the other. According to .girwa (2000#, performance evaluation is important in organizations since it serves the following importance. a# 0t provides the employees with feed'ac$ a'out their performance during the period of appraisal '# 3erformance evaluation provides a 'asis for ,udging whether the organization recruited the right people for its ,o's c# 0t informs the organization whether the performance standards set were feasi'le, right and attaina'le or not. 0t serves as a 'ase for lying performance standards which are realistic d# 0t is the 'asis from which the organization can ,udge whether the selection process produced the right 4uality of employees in terms of the ,o' re4uirements e# Evaluation of performance reports suggest the organizations training and development needs as well as other support to individuals.

f# 3erformance Evaluation serves as a 'asis for validation of compensation of an individual employee in the organization.