So in conclusion, performance evaluations can serve a positive purpose for companies if done correctly but it would not cause a major negative impact on HR decision making if eliminated. They are deemed to be a waste of time because most managers do not want to do them and it consists of not much useful documentation in making HR decisions. 50, the hypothesis that performance evaluations are based on the HR management's ability to develop, create and implement a performance tool which allows a manager to access staff based on specific job duties as opposed to opinion and bias resulting in a company success can be accepted