Performance appraisal: Another major area of human resource management practice caused by collectivism is the performance appraisal. The major goal of this task is to offer information to enhance increase in wages, transfers, and promotions and to deliver data to the management on employee’s performance to develop the requirements of training (Harrison, 1993). There is necessity and enhance resistance to discuss and evaluate individual performance in countries that are developing (Kanungo, 1995). Evaluating the groups of work, departments or sections, is more acceptable than calculating the individual worker performance in a collective society. The capability for collective as opposed to evaluation of individuals is not wholly similar to the model of human resource management. The idea for self-handling teams and participation caused by some components of human resource management considers collective performance evaluation. Sometimes individual evaluation is important to enhance requirements of employee’s training and development.
绩效评估的另一个主要领域的人力资源管理实践所造成的集体主义是绩效考核。本课题的主要目标是提高工资的增加，提供的信息传输，和促销和提供数据的管理对员工的绩效发展培训的要求（哈里森，1993）。有必要性和增强抵抗力的讨论和评估发展的国家的个人表现（卡农，1995）。评价工作组，部门或科室，比计算一个集体社会个体劳动者的性能更容易接受。集体而不是个人的评价并不完全相似的人力资源管理模式的能力。自装卸队和参与人力资源管理的一些成分引起的想法认为集体的性能评价。有时个人评价是加强员工的培训和发展的要求是很重要的。
