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The process of evaluating the performance depends on principles and accurate and organized practices as it determines the employees’ efficacy.

The performance evaluation is called many terms such as the system of evaluating the efficacy of the system of efficacy’s reports, or the system of evaluating the employees;and regardless of the term ; it determines the extent of the employees’ efficacy,through regular evaluation to assess the individual’s  job performance and identify the extent of his capabilities , and the performance’s evaluation is very beneficial in important administrative purposes that is related to the training needs evaluating the extent of the effectiveness of the recruitment policies in addition to providing  information about the employees and the organization that help in the planning process of human power and also contribute in putting the policies related to the upgrades  and developing the individual and determining his career.

The evaluation process includes three secondary processes:

1)     Measuring the achieved performance.

2)     Identifying the level of the achieved performance(evaluating the level of performance).

3)     Assuring the strength points and handling the weakness points and it is called     correction.

The process of evaluating the performance provides beneficial information in the field of the human resources development and aims at achieving the following main objectives on a three level basis: the organization, the administration , and the employees:

1)     Finding convenient atmosphere full of confidence and jobsatisfaction that limits the employees’ constraints towards the institution.

2)     Presenting information for the employees about the qualityand their job efficacy to assess the performance level and invest theircapabilities to improve the job performance.

3)     Linking the upgrades that the employee obtains wit the workoutcomes.

4)     Identifying the extent to which the current job fits theindividual’s capabilities and identifying the possibility of moving theindividual to another job, or may be dispensing him if the employee doesn’thave the required efficacy for performing his current job. 

5)      Determining thespecial tasks that the individuals are required to preform.

6)      Identifying thepossibility of upgrading the individual as a reward to his excellentperformance.

7)      Identifying theweakness points in the individual’s performance and his needs to developthrough the training plans.