IntroductionMany companies today emphasize employee performance. They want to hire a high-quality, high-performing employee to lead their organization's operations. Therefore, there are few performance appraisals used by the Ministry of Human Resources to evaluate employee performance and attempt to measure their productivity. Performance appraisal is a simple evaluation review and discussion of an employee's performance of tasks and responsibilities assigned by the manager or other superiors. The employee's performance will be compared, either to each other or to current standards set by the manager or supervisor. The result will be documented and will use the result to provide feedback to the employee to show areas for improvement. necessary and why they should do it. It can be assessed quarterly, semi-annually or annually, it depends on the human resources department of the organization. The evaluation is based on the results obtained by the employee in his job but not on his personality characteristics. It provides a means to help identify areas for performance improvement and help promote professional growth. Performance appraisal is essential to the effective management and evaluation of personnel. On the other hand, performance appraisal helps develop individuals, improve organizational performance, and inform organizational planning. There are two common types of performance evaluations: (1) relative rating formats, (2) absolute rating formats (Cascio, 1991). Relative rating formats allow the individual to be evaluated directly in comparison to another individual in the same field. For example, individual A's job performance is compared to job performance ...... middle of paper ...... at: http://www.nytimes.com/2006/09/ 10/business/yourmoney/10mgmt.html?_r=0. [Last accessed April 14, 2014].P.-C. Chang and S.-J. Chen, (2011). Crossing employee performance: HPWS, affective commitment, human capital, and employee job performance in professional service organizations. The International Journal of Human Resource Management. 22 (4), pp.883-901Richard Hadden, (2004). Forced rank performance reviews don't show the real picture.Jacksonville Business Journal. - (-), pp.-Steven McShane, Mara Olekalns, Tony Travaglione, (2009). Organizational behavior in the Pacific region. 3rd ed. Australia: The McGraw-Hill Companies. Stewart, Susan M; Gruys, Mélissa L; Storm, Maria, (2010). Forced distribution performance evaluation systems: advantages, disadvantages and implementation keys. Journal of Management and Organization. 16 (1), p...168-179