Which of the following is not a goal of performance evaluations?

The distinction lies in understanding the purpose of performance evaluations within an organization. The main goals typically include identifying employee strengths and areas for improvement, guiding future training and development needs, and providing a reward system for high performers. These objectives are aimed at enhancing individual performance and aligning employee goals with organizational objectives.

The evaluation process should ideally strive for objectivity and fairness, encouraging a fair assessment based on established criteria and measurable results. A subjective evaluation process, however, would introduce bias and inconsistency, which can undermine the integrity and effectiveness of the performance evaluation. The emphasis on objectivity helps ensure that feedback is constructive, actionable, and beneficial for both the employee and the organization.

Hence, including a subjective evaluation process does not align with the intended goals of performance evaluations. The focus should always be on delivering clear, accurate, and equitable assessments that contribute to the overall growth and success of the workforce.