seldom a sincere appraisal happens in even established organisations - and even if for the samke of records and GMS if they follow appraisal practice, then the manager/boss concerned takes this opportunity to pin point the rare failures of the year by the manager concerned and totally ignores the major achievements and contributions to the organisation. The appraisal practice is also very often taken advantage for settling scores of internal politics and vengence. In fact, the procedure in appraisal is in four phases in a year and not an yearly one, where you set certain goals for the year along with its target dates. every quarter the goal is reviewed to know its progress and problems so that other divisions/departments which has a bearing on the said goal also could be appraised and a teamwork is put in to place to achieve the same. Sometimes, some of the goals are cancelled midway due to management decisions which also has a bearing in the said employees final appraisal. In any case, appraisals do not have a direct bearing in arriving at the percentage of increment or other benefits. contd..
