As a result, employees may not be aware of the performance standards used to evaluate them (Condrey, 2005). Supervisors are expected to evaluate employees and provide feedback without prior training, making them ill-prepared to coach and advise their subordinates (Pynes, 2004). Since our supervisors have not received relevant training regarding performance evaluation and feedback, they do not have sufficient knowledge, skills and abilities to coach and advise their subordinates, which is consistent with the concerns of Pynes. When performance appraisal is used in the context of strategic human resource management (SHRM), it should provide feedback to employees, facilitate individual decisions, give crucial information for planning and research (Pynes, 2004). Feedback is crucial for improving performance (Condrey, 2005). Our performance review feedback has not yet been monitored and reported regularly to ensure suggestions for improvement have been made. Additionally, supervisors have not yet provided regular feedback on employee performance to give them the opportunity to take immediate corrective action..