These performance appraisal systems should focus on self-development and personal improvement in order to effective (Youssef, 2012). Employees need constructive feedback in order to develop themselves (Youssef, 2012). Finally, after performance is evaluatedaction plans are created for training, corrective actions or setting more objectives to meet more goals for the future (Youssef, 2012). Strategic Advantages and Achievement of Strategic Objectives
Performance Appraisal3Performance appraisals assist in planning and decision making by revealing employee personality, promotability, adaptability, respect for organizational vales, productively, leadership, and relationship capabilities, communication skills and other strengths and weaknesses (Youssef, 2012). This information is beneficial and can be used to assist in identifying employees for promotions, transfer to another role or department, lay-off and terminations (Youssef, 2012). Having this information readily available for HR management helps in succession planning (Youssef, 2012). Succession planning is important because it allows the HR managers to ensure there are qualified internal employees who could fill a managerial position or other critical roles once they are available to lead the organization to achieving future goals (Youssef, 2012). Performance appraisals also help re-evaluate job descriptions by providing information into the skills, technical experience and adaptability necessary to a particular job (Youssef, 2012).