| Recruitment Strategy or Method | External or Internal | Appropriateness for Health Care | | Job Analysis(Sherri) | | | | Organization(Jacqui) | | | | Performance Appraisal(Heather)Job performance appraisal is the identification, measurement, and management of human performance by an individual in compliance with the organizations standards (Gomez-Mejia, Cardy, & Balkin, 2010). A job performance appraisal is the identification of what items an employee doe well with and what items express an opportunity for improvement. Questions for which performance may be evaluated can be as follows: does he or she - follow directions well, work well with others, express the desire to learn, follow procedures to standard, and does he or she perform with care and knowledge? A performance appraisal is used for developmental purposes. A new hire should be informed of his or her strength and weaknesses and he or she should be supplied a plan of action if the opportunity to improve is present. An organization must be clear on its training and other learning opportunities as to assure the employee feels that not only does he or she want to improve, develop, and grow within the organization but also that the organization is willing where appropriate to further coach and develop him or her as a asset rather than a burden. | External – External recruitment of future employees will benefit most from knowing how his or her job performance will be appraised. An applicant will also want know how often or when his or her performance appraisal will take place. Does the organization give appraisals once every six months, three times in a 12-month period, or on a yearly bases; which would be determined to be one year from the date of hire. An external applicant wants to know how his or her performance will be judged mainly to see if there is an opportunity for promotion upon a