Reasons for introducing performance review

First let us consider why performance review was originally conceived:

	performance review was useful for evaluating the success of training and development initiatives not      based on opinion but results
	performance review feedback informed the employee how the organisation viewed their performance
	performance review could justify reward decisions, including merit increases, promotions, and other rewards
	performance review could produce evidence and/or opportunity for career progression
	performance review could ascertain training and development requirements
	performance review could evaluate the relative individual (or team) contributions in achieving the      organisation goals
	performance review generated information upon which the organisation could consider its strategies, plans and budgets
	performance review generated evidence to evaluate the effectiveness of selection and placement decisions

Of course these "justifications" did not exclude use of other processes therefore it was largely because irregular formal performance review did not provide the dynamics that other processes did that performance review lost its way a little. But there were other reasons why the aspirations of performance review became tarnished: