What can we do for effective performance feedback in terms of HR performance management?

Before the act must be received performance of the employee and the offerer must have a full knowledge of the objective to be achieved and the knowledge of the criteria required to measure the performance of the employee to the erosion of any reaction to the employee

Words must be on human resources management measurement announcing be achieved from each department objectives and be declared each department on its own and inform the employee that with continuous performance monitoring to address any deviation in performance

Here the past performance of HR management is an indication.  As Ms. Nadia Anton said, so far it was constructive, unbiased and diplomatic...there is no cause of concern for a poor feedback.

The approach of the management should be scientific/research based and the appraisal require channelization through the proper hierarchical levels, and at certain instances it may require appraisal through different routes to confirm that the same are not biased.

Constructive, unbiased and diplomacy.