| Employee performance evaluation is an important | | | | reports on time is that he finds it tedious or difficult to |
| human resources tool to measure the performance of | | | | write the evaluation. |
| the employees from which appropriate actions such | | | | This issue is easily resolved with employee |
| as promoting, coaching, training and counseling are | | | | performance evaluation form. Using the form |
| usually based. This important tool is not without | | | | empowers the managers to write the performance |
| challenges and issues especially when the employees | | | | evaluation easily and ensures accurate documentation |
| whose performance is being evaluated dispute the | | | | of employee performance. This minimizes employee |
| results. Accurate documentation is crucial in earning | | | | disputes and regains the trust of the employees to the |
| the trust of the employees and it is also in this area | | | | performance evaluation process. As credibility of the |
| where the relevance of using an employee | | | | evaluation increases, employees are encouraged to |
| performance evaluation form comes in. | | | | cooperate and improve their performance. |
| One of the pressing issues about employee | | | | The employee performance evaluation, when |
| performance evaluation is that the evaluation is poorly | | | | implemented correctly, ensures that employees remain |
| written and does not reflect the actual performance of | | | | productive and that their potentials are maximized. |
| the employees. Too often, managers who evaluate | | | | With an accurate documentation submitted on time |
| the performance of their subordinates do not take the | | | | made possible by an employee performance |
| evaluation as seriously as it should from writing to | | | | evaluation form, the business can expect to get most |
| submitting the evaluation on time. Too often also that | | | | from their greatest asset- their people. |
| the reason managers fail to submit the evaluation | | | | |