d on a person's performance over a realistic period (e.g. One year). Most of all it should be fair and not used as a threat to a person's security.
             One problem suggested about the one to one discussion however is that it is nearly always carried out by a manager, supervisor, or somebody of managerial status who works alongside the employees every day. The problem with this is that we are subject to issues of bias and favouritism in our everyday judgements, such as our liking for that person etc. The solution for this would be for the assessment to be carried out by a third party, but if it is carried out by a third party how will he/she assess the employees' performance if they do not work along side them.
             Appraisal can be measured in two ways, depending on the organisation. It can be measured purely on individual output, or involve a more general review of the contribution the employee makes to the smooth running of the business. There are many variations of appraisal methods but most can be placed into three main types: Ranking, Grading and Rating.
             Ranking is just how it sounds, as employees are ranked in order, good at the top, and least good at the bottom. It is felt that only a authoritarian styled manager would adopt this approach and it is personally believed that this appraisal method can be crude and potentially shattering to motivational factors if your classed in the bottom half of the ranking table.
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