1. APPRAISAL
An evaluation into the progress and work of an employee over a period of time.
Appraisal is part of the job for any person who is responsible for the work of other people
In theory it takes place each time a manager checks the work of an employee
Carried out by your line manager
Some businesses now have more formal systems, involving an appraisal form and interview
There are also SELF-APPRAISALS and PEER APPRASIALS
Appraisals are used to:
To improve personal job performance
Reward and identify good work and progress
To identify training / development needs
Provide employees with feedback about their efforts and work
Increase motivation (looking where employees can develop)
Provide evidence for Performance Related Pay
Identify potential for promotion
Evaluate the efficiency of recruitment and selection techniques

2. APPRAISAL METHODS Ranking
Simple and crude method. Rank employees in order of ‘best’ and ‘worst’. Advantages are that it is easy to do and reasonably accurate. But it doesn’t provide much information. What is the difference between the best and the worst? What training is required? How much should they be paid etc. None of these are answered.
2) Grading
Several key job criteria are chosen for a particular group of staff, e.g. planning, relationships, attendances etc. Then each worker is graded along a 4 or 5 point dimension. This can however be very subjective.
Grading may indicate some training needs and some of the staff who deserve higher wages BUT there are still problems quantifying how much the best is better than the worst.
3) Rating
Most common. Appraiser chooses 1 of 5 statements relating to job criteria. Allows appraiser to be more definite in the assessment of each criterion. This method should provide more information to answer the 3 questions relating to performance, pay and prospects.

3. CRITICISMS OF APPRAISAL
The problem with all these aims is that they can be CONFLICTING
If it is used to improve performance and to award extra pay- workers will not discuss problems as this may effect pay, and the appraiser finds it difficult to be impartial on both areas.
So you must be clear about what is the purpose of the Appraisal and make sure that it doesn’t have any hidden agendas.
Other problems
Workers can become resentful if their work is criticised- leading to de-motivation and productivity problems.
People don’t know how to appraise properly and the form is badly designed.
Person appraising doesn’t fully understand the job of the worker.
The worker must feel that they are having an input into their appraisal.
Some jobs are difficult to appraise especially if discussing performance.
The appraisal is not followed up with any action.