esult gets a better performance review. Other appraisal failures come from managers not taking the appraisal seriously, or they lack the skills needed. Sometimes managers do not tell the truth during the evaluation to spare feelings, or they are not prepared to do the interview. These environmental affects have to be considered so it is not unfair and biased to employees. There is no definite process or solution to make all performance appraisals fair and accurate. But if done correctly, the ratee will be able to identify his/her weaknesses and turn them into strengths which will lead to better performances, which will ultimately lead to better earnings for the organization having a chain reaction on up the line.In recent years there have been many legal issues that have been brought up regarding performance appraisals. In recent years, there have been over five hundred published judicial and arbitration decisions that involved performance appraisals. This is important for any human resource manager because at one time or another, they will be forced to deal with this issue on a first hand basis. There are many court cases that discuss important topics concerning performance appraisals that have been used as case studies today.To perform a legally sound performance appraisal, managers should follow these guidelines (Smither 83):Should be standardized and uniform for all employees within a job groupShould be formally communicated to employeesShould provide notice of performance deficiencies and of opportunities to correct themShould provide access for employees to review appraisal resultsShould provide formal appeal mechanisms that allow for employee inputShould use multiple, diverse, and unbiased ratersShould provide written instructions and training for ratersShould establish a system to detect potentially discriminatory effects or abuses of the system overallIt is important for organizations today to guard themselves against e...
