Abstract
Electrical and electronic engineering constitute the backbone and hence the identity of the SIEMENS group which celebrated 160 years of existence in 2007. This company has several basic trade segments such as: energy, industry, telecommunications, information, transport, and health etc. In 2007, it had revenue of 108.6 MD. The group has 398 000 employees, of which about half are in Germany, which is the native country of SIEMENS. The company is present in 190 countries throughout the world. The different markets where SIEMENS is involved are expanding globally, and the competition is intensifying. While it is already the World or European leader on the majority of its markets, Siemens must adapt to preserve its competitive advantages. Employees are the centre of the company, and a lot of importance is given to performance evaluation. Many decisions that are taken are linked to the result of this evaluation such as promotions, salary increase or request for formation. Thus performance evaluation is the central element of any policy of human resource strategy.
