performance review mistakes in order to make the process more comfortable for employee and supervisor as well as productive and a useful experience. They should not spend too much time focusing on a single high-profile event whether negative or positive, keep good records on performance deficits which may have occurred earlier during the review period in case performance improves because employee knows review is coming up, don't be overly general in all evaluations (making same comments, offering same advice, or not differentiating each employee) and don't make all reviews overly positive avoiding negative feedback. Performance evaluations place a great emphasis on employee accountability for results in reaching the projected company goal. This emphasis requires staff to acquire the skills, behavior and values to sustain high performance. HR has to have a more strategic approach in developing resources that are key sources which help in obtaining the projected success of company through systematically identifying, using, developing and renewing core competencies that gives them a competitive advantage. The condition of performance appraisals are a sensitive issue for it presents challenges for HR managers dealing with the quality of service being intimately linked to the skills, motivation and commitment of the staff providing that service. The performance appraisals require the development of new competencies by skilled HR managers because they are associated with staff performance which frequently has an impact on staff morale. There are pros and cons relating to meeting projected goals, success and what will bring failure, high