The characteristics of an ideal appraisal system should state to the employee on what the companies goals and expectations are required of employees with the the organization. In compliance with company standards the appraisal system should work around an employee’s performance regarding their role and responsibilities within the organization. Also meeting state standards such as the rating must be job related, employee must have clear cut understanding before hand of appraisal and managers who conduct appraisal must be able to observe the behavior they are rating.

An ideal and effective appraisal performance review should be conducted on a bi-weekly basis by managers in a manner that aids in the employee’s recognition of what their strengths are and how to effectively apply them to the job while progressing them, as well as where the employee lack at and work to develop and fine tune those skills simultaneously. Performance management is one of the many tools in an appraisal and one of the most effective because instead of managers reading off an employee’s checklist annually with minimum feedback during the time in between the appraisal an employee wouldn’t have a chance to make changes to the lacking work performance. But if given the correct tools and training managers can work with employees to make the best out of their skills while at the same time observing the individual’s progress, so when the formal appraisal comes employees aren’t surprised or feel like they are being judged in negative ways.

Ultimately a appraisal system should be created and designed around the organization’s objective with strong laid down standards binding each employee and administer through continuous performance management while being flexible depending on the employee’s title and job functions. During the process of performance management, managers should gather