Performance appraisal for evaluation using the traditional approach serves the following purposes: (Grote, p. 4-5)
?I Promotion, separation and transfer decisions
?I Feedback to employees about their performance
?I Evaluations of relative contributions made by the individuals
?I Criteria for evaluating the effectiveness of selection and placement decisions
?I Reward decisions, including merit increases, promotions and other rewards
?I Determining training and development needs
However, there are a few flaws in the traditional approach to performance appraisal... displayed 300 characters
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Some of these are:
?I It is primarily concerned with past 12 months history rather than looking forward to future goals
?I The appraisal is usually tied to the employees salary review
?I Demands a large amount of time from the supervisor, requiring a lot of time and observations of employees performance
?I Personal values and bias can replace organizational standards... displayed next 300 characters
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