Performance appraisals serve a purpose, in which they help management in making overall human resource decisions. Performance reviews provide information to help make important decisions such as promotions, transfers and even layoffs. This could also help identify the training and developments they need, as well as develop programs and provide feedback to employees on how they completed their assessment. Performance evaluation can help determine who will receive merit pay increases and other rewards. In this scenario, I have three concerns about the assessment our manager used. The first concern is the three elements they used to rate, friendliness, cleanliness and attitude, which in itself is not a bad start, but the manager needs to go further. These three items are weak only because the manager did them, and that is the manager's biased opinion. When the manager evaluates these three areas, a more appropriate method of evaluation would be to ask other people who work personally with the engineer. This brings me to my secondary concern; the fact that only the manager evaluates the engineer is also not applicable. Since there is no qualified person to evaluate the engineer, the right thing would be to use the 360 ​​degree method. By using a 360 degree assessment, this would allow for a more accurate assessment. In our scenario, the engineers' performance would be carried out by other people who had dealings with him, including external sources. The third concern is that because the previous evaluation went poorly with the engineer, the manager might go back in giving his evaluation to the engineer. It is very important that the engineer receives this feedback to help him improve. Since performance evaluation...... middle of paper ...... in our scenario; the manager is reluctant to give the evaluation because the engineer has become very angry with the results of the previous review. The best solution to this problem in our scenario is not to ignore it, but to train the manager to be competent in providing constructive feedback. Performance appraisals are very important and with the proper training, and the best method, there is no need to give an appraisal. be painful. Works Cited Robbins, SP & Judge, TA, (2007). Human resources policies and practices. Organizational Behavior (12th ed.) (pp. 618-626). Upper Saddle River, NJ: Pearson Prentice Hall. North, Archer (2010). Common mistakes. Performance evaluation. Retrieved from http://www.performance-appraisal.com/mistakes.htmNorth, Archer (2010). Bias effects. Performance evaluation. Retrieved from http://www.performance-appraisal.com/bias.htm