Performance appraisals contribution to effective

Performance Appraisals Contribution to Effective Training and Development
There are many different types of performance appraisals all vary in their validity and
reliability. “Firms should emphasize the future, including the behaviors and outcomes needed to
develop the employee, and, in the process, achieve the firm’s goals. This involves an assessment
of the employee’s potential” (Aguinis, 2013). Perfomance Appraisals allows the organization to
see where everyone stands within the company. Appraisals have a great effect on training and
development, for instance, organizations use the feedback during the performance appraisals to
see what they can do to make employees job better and how the company can benefit from it.
One example is some warehouses use a machine to wrap their loads for shipping (Company A)

APPRAISAL 4
while use good old human labor (Company B). The difference is Company A employees will
have less back strains and less workers compensations claims, while Company B will suffer from
higher workers compensation claims as well as a low retention rate for their employees.
Potential Forms of Discrimination Based on the Labor Laws and Regulations
There are many forms of discrimation in the workplace from age to religion. The most
common forms of being race, religion and sex. Youssef (2015) cites Geomaat (2003), “The Equal
Employment Opportunity Commission (EEOC) emphasizes that performance appraisals must be
related to the actual job activities that are nondiscriminatory, properly recorded and
documented.” Meaning that one can be overlooked because they are soft spoken or are not as
outgoing as the person next to them. According to Youssef (2015), the hardest types of bias to
control are perception and attributional because they are not solely based on the employees work
performance for the job they are performing. Although there are many discriminatory factors that