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his research project aims to examine the impact of performance assessments on the flying staff of Emirates Airlines. Recent decades have seen significant developments in the area of human resources management. Whilst labour was for many years considered no more than one of the four factors of production, (the other three being land, machinery and capital), contemporary businesses think of the quality and motivation of their workforce to be one of the most important elements of their competitiveness in the larger market (Mathis & Jackson, 2004). Scientific management principles, elaborated by the likes of Fredrick Taylor and Henry Ford, have for long advanced the theory that employees by and large do not like to work and need close watch and strict supervision for optimisation of performance (Mathis & Jackson, 2004).

The closure of the Second World War and the immense expansion of business in the developed economies in the following years led to the emergence of different theories on improvement of employee productivity (Mathis & Jackson, 2004). Psychologists and behavioural specialists like Maslow, McGregor and Vroom advanced theories on improvement of employee motivation and productivity through the use of numerous soft approaches like (a) satisfaction of different levels of individual needs, (b) better communication with employees and (c) greater employee involvement and participation in the workplace (Mathis & Jackson, 2004).

The evolution of various strategies for enhancement of employee productivity also resulted in the sophistication of different HR tools and practices like selection and recruitment, training and orientation, and performance assessment (Lazenby, 2008). Performance assessment, HR experts believe help in developing both organisational and individual knowledge about the various attitudes and skills of employees, which in turn finally determine their performance in the workplace. Such performance assessment helps organisations in various ways...