NEW DIRECTIONS FOR PERFORMANCE-APPRAISAL - SOME FINDINGS AND OBSERVATIONS

The changing emphasis on the aims of performance appraisal systems is discussed, with particular reference to the notion of appraisal as a m otivating mechanism. The contention of the Total Quality school that t he traditional focus on the assessment function of appraisal is counte rproductive is supported, and some data are presented illustrating the doubtful value and accuracy of appraisal ratings, both for evaluating staff and as validation criteria for personality measures. Some impli cations of recent organizational changes for the development role of p erformance appraisal are reviewed, with particular reference to upward feedback and competency-based appraisal. Finally, the emerging shape of a new approach to meeting the purposes formerly served by appraisal systems is described.