What is the purpose of performance appraisals? Who do you think should conduct performance appraisals? Why?

What will be an ideal response?

Answer: There are three main reasons to appraise subordinates performance. First, appraisals provide important data the supervisor then uses to make promotion and salary raise decisions. Second, the appraisal lets the boss and subordinate develop a plan for correcting any deficiencies the appraisal might have unearthed, and to reinforce the things the subordinate does correctly. Finally, appraisals can serve a useful career-planning purpose by providing the opportunity to review the employee's career plans in light of his or her apparent strengths and weaknesses. Appraisals by the immediate supervisor are still the heart of most appraisal processes. Getting a supervisor's appraisal is relatively straightforward and also makes sense. The supervisor should be and usually is in the best position to observe and evaluate his or her subordinate's performance. The supervisor is also responsible for that person's performance. However, peer appraisals, rating committees, self-ratings, appraisals by subordinates, and 360-degree feedback are other appraisal sources.