It is important to define development and evaluation in order to examine the effects of evaluating performance appraisal and isolating developmental components. Development is an attempt to relate to the enriching attitudes, experiences and skills that improve the effectiveness of employees. Examples of developmental performance evaluation include examples; identifying the strength and weakness of person, determine the goal and identify the needs of training. Assessment is compared to a person’s performance, as a past performance evaluation of a fixed standard, other organizational members, or individuals, which often to support the human resource activities like pay administration, promotion or end decision and identification of good or bad performance. Information offer by the performance evaluation system is used to take many administrative and development decisions related to promotion, salaries, training and development, derivatives, transfer, career plans etc. PAS has to give feedback to the employees that how good they are and recommending changes in their behavior, skill and job knowledge. It also provides the details to the management that can be helpful in recognize employee capacity while giving the appropriate direction of different administrative decisions. If PAS is well applied, then this organization can take on fast growth track and fast productivity. Efforts were made in the present research work to diagnose the factors of dissatisfaction among employees at various stages regarding the conduct of functioning of PAS and to find out the remedies. In this regard, the current study has tried to recognize some important evaluation variables i.e. design variables, process variables, resulting variables and organizational content, which define the satisfaction of evaluator and evaluators towards the effectiveness of evaluation system practices.

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Keywords: Performance, Evaluation, Strength, Weakness, Development, Administration, Promotions.