Evaluating the Appraisal Form Used by a Grocery Retailer Essays

Evaluating the Appraisal Form Used by a Grocery Retailer Essays

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We should be aware that there is no such thing as a universally correct appraisal form. In some cases, a form may emphasize competencies and ignore results. This would be the case if the system adopted a behavior as opposed to results approach to measuring performance. In other words, the form may emphasize developmental issues and minimize, or even completely ignore, both behaviors and results. In such cases, the form would be used for developmental purposes only and not for administrative purposes.
In spite of the large variability in terms of format and components, there are certain desirable features that make appraisal forms particularly effective. These features are simplicity, relevancy, descriptiveness, adaptability, comprehensiveness, definitional clarity, communication and time orientation. (Aguinis, 2009, p. 119) In determining whether any changes or revisions are needed on the appraisal form used by a grocery retailer based in the United States, we felt that there was room for improvement. In comparing the appraisal form used by a grocery retailer to the nine major components of appraisal forms, we found that seven components were present.
The components that are present includes basic employee information, competencies and indicators, major achievements and contributions, developmental achievements, developmental needs, plans, and goals, employee comments, and signatures. Also included as components that are listed on the grocery retailer appraisal form is the employee comments section, the signatures section and the basic employee information section.
Although the basic employee information section was included on the grocery retailer appraisal form, it does not include a section for entering additional vi...


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... Aguinis, (2009, p. 87) accountabilities, objectives and standards components are indications of a results approach. The results approach emphasizes the outcomes and results produced the employees. It does not consider the traits that employees may possess or how employees do the jobs. This approach is not concerned about employee behaviors and processes but, instead, focuses on what is produced.
In summary, appraisal forms are the key instruments used to measure performance. Care and attention are required to ensure that the forms include all the necessary components. More importantly, it is important to remember that one size does not fit all and different components are appropriate based on the purposes of the appraisal. (Aguinis, 2009, p. 143)




Works Cited
Aguinis, H. (2009). Performance Management (2nd ed.). Upper Saddle River, NJ: Pearson Prentice Hall

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