Sampling of the objectives, as spelt out in some of the organizations studied by the group

Organisation	Objective
UNDP	In important vehicle for decisions on human resource planning, development and management- Manager plans and directs performance, receives and provides feedback, facilitates staff development; assigns recognition, rewards and sanctions.
Govt. of UK	Staff need to know What they are expected to do How they are doing How they could do better (training needs and development for present and future jobs is a part of this) Line Managers need to Coordinate their staffs job content with their own and the objectives of the organization Appraise performance in the job and identify areas for improvement, training or development Central Personnel Deptt. need accurate and honest staff appraisals in order to Assess staff and deploy them to the best advantage and for their own career development Allocate pay awards
Civil service of USA	Performance Management is the systematic process of Planning work and setting expectations Continually monitoring performance Developing the capacity to perform Periodically rating performance in a summary fashion Rewarding good performance.
Civil Service of Australia	An essential tool that is relevant at all levels in all Australian Public Service agencies. It provides a means to improve organizational performance by linking and aligning individual team and organizational objectives and results. It also provides a means to recognise and reward good performance and to manage under-performers.
C-DOT	To provide a basis for inputs for Growth and Development of the Appraisee recommend training needs inputs for improvement in job behaviour basis for salary recommendation placement decisions discharge input for promotion input for lateral transfer/additional responsibility sponsorship for educational programmes
SAIL	to integrate company & individual goals through a process of performance assessment linked to achievement of organizational objectives to increase awareness of targets/tasks and the responsibility of the officer to ensure a more objective assessment of performance and potential to distinguish between differing levels of performance on relative basis and to identify officers with potential to grow in the organization to identify the actions to be taken to enhance the performance of officers to facilitate the process of executive development through performance planning
Railway Board	To assess truly the performance of the sub-ordinate and provide guidance and counseling to him to improve his performance To assess his potential and to prepare him through appropriate feedback and guidance for higher responsibilities It is used as a tool for human resource development
Navy	to decide the suitability for promotion and confirmation professional development including appointment planning and selection in professional courses selection for special assignments to decide suitability for extension of service, re-employment and retention in service.
TATA Chemicals	An instrument for managing the growth and development of all Management Cadre employees on a competitive basis