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Running head: PERFORMANCE APPRAISAL1Performance AppraisalDaniel D. McCleskeyBUS 303: Human Resource ManagementInstructor: Rebecca MagnusonDecember 12, 2016
PERFORMANCE APPRAISAL2Performance AppraisalPerformance appraisals are necessary tools used to document individual accomplishments, establish or clarify standards and identify any areas of strength of weaknesses.Essentially, a “performance appraisal is the process through which employee performance is assessed, feedback is provided to the employee, and corrective action plans are designed” (Yousseff, 2012, p.147). By understanding the strategic advantages of performance appraisals, how performance appraisals can contribute to the achievement of strategic objectives and what some of the potential forms of bias within the appraisal system are, employers and employees can both reap the rewards of increased performance and morale. Strategic Advantages of Performance AppraisalsPerformance appraisals can be strategical used for “managing salaries, wages, and pay adjustments, providing performance feedback for employees and communicating points of strength and weaknesses, to determine job placement decisions such as promotions, demotions, and transfers, and to justify employee disciplinary actions such as termination or dismissal” (Youssef, 2012, p. 149). The appraisal can be used for each of these areas based on specific incentives or consequences of the appraisal. By that, if an employer has a policy in which an employee receives a monetary bonus or maybe better work shift better work shift if he or she receives a high appraisal.