The primary purpose of performance management is to help employees improve their performance and achieve their goals.

Forced ranking is a method of performance evaluation in which employees are ranked against each other, with a certain percentage of employees being placed in each performance category. This method is often criticized for being subjective and unfair.

Performance management is a continuous process that involves setting goals, providing feedback, and developing employees. Performance evaluation is a one-time event that measures employee performance against those goals.

Effective performance management should focus on helping employees improve their performance, not on punishing them for poor performance.

Feedback should be provided in private, one-on-one meetings to ensure that the employee feels comfortable and respected.

Recency error is not a common type of performance evaluation error. Halo error, leniency error, and central tendency error are all common types of performance evaluation errors.

All of the above are effective ways to motivate employees to improve their performance.

Increased customer satisfaction is not a direct benefit of effective performance management. However, effective performance management can lead to improved employee performance, which can lead to increased customer satisfaction.

HR plays a vital role in performance management by developing and implementing performance management systems, providing training and support to managers on performance management, and investigating and resolving performance-related disputes.

Measuring employee performance objectively is a common challenge in performance management. This is because employee performance is often subjective and difficult to quantify.