Report

Description of Job Design:
The appraisal interview provides the opportunity to consider and discuss the issues of job design:-
Is the job varied and interesting?
Does it use the full talents of the appraise?
Could he or she take on more responsibility?
Is the job too demanding – could certain elements of it be dropped, or is there a need to bring in extra resource?
Appraisal thus provides appraises with the chance to suggest ways in which their jobs could be more fulfilling, efficient or easier. These are the aspects of motivation and job satisfaction.

Benefits of Performance Related Pay:
Performance related pay can be contentious issue and if your organization operates such a system, you need to be aware of some of the problems this may cause for appraisal process. However, as well as involving difficulties, performance related pay also provides benefits and opportunities for the individual: it allows good performers to receive material recognition for their good performance. It follows that some system of appraisal is necessary if individuals are to be assessed for such rewards and if they are to be told what they need to do to improve performance to the level which will trigger the higher discretionary award next time around.

Benefits to the Line Manager:
As we have already noted, as a Line-Manager you will gain from any benefits, your staff derives from an appraisal system. If the aim of appraisal is to improve the performance of staff and this is achieved, appraisal will have helped you to meet your objective of making the best use of the human resources for which you are responsible.

Feedback to the Appraise:
Appraisal provides you with a formal and structured opportunity to feed back to each member of your staff on his or her performance as a whole. This allows you to show that you have noticed what has been done well, and enables you to tackle any problems or criticisms you may have. This is a benefit because, given the formality of the