DQ: The appraisal process is one step in identifying potential improvements or growth opportunities on individual performances

HRM 635 Topic 6 DQ 1

DQ The appraisal process is one step in identifying potential improvements or growth opportunities on individual performances



Performance Appraisal is defined as evaluating an employee’s current or past performance relative to his or her performance standards. The most helpful job analysis for designing an appraisal tool is using the best-fitted appraisal method or tools that include graphic rating scales, alteration ranking, paired comparison, forced distribution, computerized performance appraisal, etc.  An individual development plan/training for employees is helpful for the employer to complete the performance appraisal yearly but reviewed it 6 months before the yearly appraisal.  Dressler(2017) states that the most difficult part in determining the dimension to be appraised I determining which appraisal tool to use and the appraisal can be improved by eliminating chronic problems that often undermine appraisals and graphic rating scales in particular. These problems include unclear standards, halo effect, central tendency, leniency or strictness, and bias.

A performance appraisal is a regular review of an employee’s job performance and contribution to a company. Companies use performance appraisals to determine which employees have contributed the most to the company’s growth, review progress, and reward high-achieving workers. Performance appraisal is a periodic, systematic review of an employee’s overall performance and their contribution to an organization. It evaluates employee skills, development, and growth according to organization standards and expectations. It can also be used for promotions.



Great points!  Results are critical when it comes to performance appraisals.  If employees are evaluated on results then organizations would be able to maintain fairness and equity.  However, organizations need to first establish what the outcomes/results should be.  Sadly, this is not always done, and there is too much weight given to the subjective side of evaluations when there should be a balance.

I’ve worked with organizations that have problems in this area and the employees are often unhappy and confused as to how well they are doing.  This can make terminations more difficult as well because an established history of performance is not there to back it up.

What’s been your experience with the appraisal process and what other issues do you see?

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Her description of Performance Appraisal is pretty realistic to me, the concept has several meanings but that which you supplied

DQ The appraisal process is one step in identifying potential improvements or growth opportunities on individual performances
DQ The appraisal process is one step in identifying potential improvements or growth opportunities on individual performances

summed it up. It evaluates the employees based on objectives and competencies and uses probably a scale system to score and suggest a need for improvement. The system is designed to suggest the most appropriate levels based on of the information gathered from the employee. Though there is room for the supervisor or manager to manurer if the employee history suggest otherwise. The appraisal encourages joint ownership and involvement of both supervisor and the employee. For some instances employees are encouraged to set their own objectives.


Hi Lis, thanks for your post, and I agree Performance evaluations are not always unbiased. However, it is the most influential employment process available to managers for achieving results, and it is at the heart of the supervisor-employee relationship. It’s a method of determining how well individual employees are functioning and how they may enhance their job performance and contribute to the firm’s overall success. Individual and group efforts must be engaged, aligned, and merged to improve overall organizational mission achievement through performance appraisal continuously. It serves as a foundation for detecting and addressing performance gaps.

Woodruff, J. (2020, July 21). Factors affecting the effectiveness of performance appraisal systems. Small Business – Retrieved May 18, 2022, from



One of the most helpful tools on a job analysis for designing an appraisal tool is utilization of the job description. It is important for candidates to know what tasks they are responsible for performing. “Performance evaluations show the strengths and weaknesses of individuals and provide insights into gaps in development, training or processes among groups.” (Leonard, 2019)Tasks and responsibilities should clearly listed and examples should be given for reference. Often employees are not aware that they are not operating at standards and need specific instruction and training. The appraisal process helps managers identify areas of concern and allow acknowledgement in areas that employees excel in. It is important all categories being evaluated are clearly communicated.

One of the most difficult parts of in determining the dimensions to be appraised is selecting the correct performance appraisal. It is important to evaluate employees correctly. Evaluate employees on their job description and make sure you clearly communicate responsibilities and expectation. “Different types of performance appraisals help identify different aspects of employee success.” (Leonard, 2019) For example, standard rating scale, self assessment appraisal, 360 degree feedback, and management by objectives all are performance appraisals used to evaluate the performance of employees. “For selecting the correct performance ;appraisal helps to analyze the strengths and weaknesses of employees so that new jobs can be d designed for efficient employees. (Management Study Guide, 2022)

Leonard, K. (2019) the Pros & Cons of Performance Appraisal Methods.

Perfomrance Appraisal – Meaning, Objectives and Advantages. (2022). http://managementstudyguide,com

Hello Latrice. Appraisal tools are a great way to assist leaders and employees with an efficient evaluation. These tools utilize an employee’s strengths and weaknesses to come up with an overall evaluation. You make a great point that choosing the right tool can be the most difficult task. A graphic rating scale is my preferred tool for evaluations. There are a range of performance values and under each value is a rationale for scoring (Dessler, 2016). What appraisal tool does your organization use? Do you like it?

What is most helpful on a job analysis for designing an appraisal tool?

One factor that can be most helpful on a job analysis for designing an appraisal tool is it provides individuals with a broad assessment of their performance based on the views of those around them, including their supervisor or manager, direct reports, peers, customers, suppliers, and so on. Results are confidentially tallied and presented to the employee, usually by a manager( This allows the individual to review what needs to be corrected or improved without feeling inadequate or unqualified in front of the whole organization. Competency can evaluate the individuals’ skills and/or behaviors through job-related skills and motivation competencies. Rating scale could assess how the employee performed within achieving specific cost, profit, and/or efficiency goals (Dessler, 2017).

Ranking Method-The ranking system requires the rater to rank his subordinates on overall performance. This consists in simply putting a man in a rank order. Under this method, the ranking of an employee in a work group is done against that of another employee. The relative position of each employee is tested in terms of his numerical rank. It may also be done by ranking a person on his job performance against another member of the competitive group(managementstudyguide).

What is the most difficult part in determining the dimensions to be appraised? The primary reason an organization will perform a job analysis is to ensure the selection procedures they use to choose between job applicants are valid and defensible. If the correct tools are not effective for the process, employees could be matched for positions they are not qualified for and qualifies individuals could be pasted up for employment or other opportunities( Companies and industries evolve, and an analysis helps you stay on top of changing skills and experience.

Dessler, G. (2017). Human resource management (15th ed.). Pearson.