The performance evaluation system, which is used in determining the contributions and performance levels of the employees to the organization, is used effectively in all managerial decisions that can be made regarding the employees in the organization. This system is one of the most important functions of human resources management, which provides the best understanding of the concept of organizational justice. The main reason for this is that performance evaluation results are used in many decisions such as strategic planning, determination of wages, training and development, job rotation, promotion and dismissal. Organizational justice, organizational commitment, motivation, efficiency, etc., when employees perceive an imbalance between their contributions to the organization and their gains from performance evaluation results. There may be problems in such issues. However, performance appraisal and management errors can cause performance loss in general. Therefore, it is necessary to act with the awareness that the concept of performance evaluation is a very important management function. In this study, explanations were made about the basic errors in performance evaluation process and management. In this context, it has been determined that the most common mistakes are the personal biases that arise with the effective method application of the evaluator and adherence to quantitative criteria.
Performance, Performance Management, Evaluation Error, Business