"Muddle and confusion still surrounds the theory and practise of appraisal"
             (Quote by 'Randell' 1994).
             Review the theory of appraisal and examine the practice in at least one organisation. Decide on whether or not you agree of disagree with Randell's comments.
             Appraisal is a major part of the Performance Management system and can be defined as a formal process of monitoring and measuring peoples performance against agreed work standards (assessment of the worth or value of an employee). It involves establishing clear objectives for each employee and evaluating actual performance in the light of these agreed standards.
             The overall aim of appraisal in theory is to motivate and encourage the employee and give direction, as well as bringing areas of under achievement to the appraisee's attention in a non threatening manner. It also allows people's strengths to be recognised and built upon and their short comings to be overcome through training, and education.
             In fact appraisal can be used as a strategic tool! This requires an assessment (or educated guess) of the future skill needs of the organisation. Then a training or promotional plan can be devised for individual staff. This involves the early identification of employees with potential, and the provision of training to allow them to develop in a way compatible with the firm's future requirements. This training not only will help the development of employees but give job enlargement and enrichment and thus motivation.
             It is also said that appraisal gives other motivational factors, such as 'employee recognition'. This is where the employee feels valued and noticed by management due to the assessment of their work. This is why it is said that the most important factor in implementing a good appraisal system is a good one to one discussion between managers and employees.
             The discussion should be related to the facts base...