Bristol Meyers Squibb

Employees Appraisal System is a method used by Human Resource Administrators for them to scale their employees regarding to their acidifying relationship with other employees and work efficiency. This was done randomly and is accomplished by surveyed employee with all honesty and secrecy. In effect the HR Administrators bequeath decide weather such employee be given a promotion, an increase of salary or none of those leave behind be given on the basis of merits shown by Appraisal for such employee.Well as far as we can see, such appraisal system works effectively as far as Administrative tone is concerned but in the Developmental aspect, appraisal systems may construe datum which are created of person-to-person biases because of its nature which is personally answered by an employee and as from that instance the person who is the subject of the said appraisal pull up stakes take for no chance to defend himself from any negative feedback and impression.So in this fashion w e can see the weakness of an appraisal system as the results will come out in a written form as judgment and decision were already implemented over such employee. In eliminating an appraisal system will help the management to create or to formulate a new system which they could assess their employees in more than interactive and creative manner, they could also exert more effort to make out personally the people who works with them and n their own very eye manager could personally assess their employees in a much personal nose out with out the opinion of others that may somehow put such person into bad light.Only that, this could be a more time drink down work which could be lessen in a greater sense with the help of such appraisal system, it also may rate down the work efficiency of a company if appraisal system will not be use as there will be a numerous meetings which may interrupt the companys functionary function.Lastly, it may deliver such deliberate arguments between s uch employees separately in every meeting simply because of mans inborn differences in ideas which in the long run may result into a series of resignations because of such issues which may affect the companys working environment. Reference Grote, D. , & Grote, R. C. (2002). The Performance Appraisal Question and Answer Book A Survival Guide for Managers. New York AMACOM Div American Mgmt Assn.