Some info on Appraisal Process:Appraisal is a mechanism to benchmark individual employee capabilities. Appraisal is a periodic review of employee capabilities either on monthly, quarterly,half-yearly or more popularly on yearly basis .Some appraisals are also conducted after a project engagement or after the expiry of probation period of an employee.
The HR department designs traditional appraisal systems. The immediate supervisor appraises the employee on the tasks performed during the appraisal period and is adjudged against the goals set at the beginning of the appraisal period. The supervisor provides immediate feedback to the concerned employee and the employee in turn uses this feedback to improve performance. The manager in turn reviews this appraisal and corrects any misjudgements on the part of the supervisor.
Performance management systems are replacing the traditional appraisals systems. The current performance management systems provide an opportunity to the employees and managers to discuss development goals and jointly create plans to achieve them.
In short the entire appraisal system starts with the goal setting process, the employee is appraised against these goals.
Suitable training interventions are identified for under-performers. Rewards are directly linked to the performance levels of the employee. This entire cycle is repeated through every appraisal period.
The following are different kinds of the appraisal types
- 360 degree (Self initiated or Manager - Employee initiated)
- Self-Appraisal (Employee initiated)
- Multiperson comparisons
- BARS (Behaviorally Anchored Rating Scales)
- Graphic Rating Scales
- Critical Incidents
- Written Essays
- Management By Objectives (MBO)
Written essays that describe an employee's performance and suggestions for improvement require no complex forms or extensive training. But a good or bad appraisal may depend as much on the writing skill of a manager as on the actual performance of an employee.
With the critical incidents method, the appraiser writes down what an employee did that was especially productive or counterproductive. The key is to cite specific and key behaviors.
(Personally Experience: If ur manager does not have good written skills, ur performance will look pale in comparison to other peers reporting to diff manager)In
graphic rating scales method of appraisals, performance factors are listed such as quantity and quality of work, depth of knowledge, or initiative. The appraiser then rates each factor on an incremental scale. This method cannot provide the depth of information of essays or critical incidents, but it is less time consuming to develop and administer, and yields results that can be quantified.
Behaviorally anchored rating scales or BARS combine the critical incidents and graphics rating scale approaches. The appraiser rates employees on items along a continuum. The points along the scale are examples of actual on-the-job behavior rather than general descriptions or traits.
Multiperson comparisons are relative measuring devices. Group order ranking requires the rater to place employees into a particular classification, such as the top one-fifth. Individual ranking orders employees from best to worst. Paired comparisons rank each employee with all other employees and rate each as either the weaker or superior member of the pair.
MBO, (Management by Objectives) assesses employees on how well they accomplish a specific set of objectives that have been determined to be critical in the successful completion of their jobs. Because MBO emphasizes ends rather than means, this method allows managers to choose the best path for achieving their goals.
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360-degreere view seeks feedback for the person being rated from a variety of sources: such as peers, supervisors, and customers. Research shows that 360-degree appraisals offer more accurate feedback, empower employees, reduce subjective factors in evaluation, and develop leadership in an organization.
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Personally Experience:Only chance to take revange on managers or show gratitude towards them 
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In implementation, the major problem with any/all methods is perception of manager forms the Key for any appraisal. Very few organizations define the goals so practically that they can be evaluated objectively.
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-Kartheek
, so trying to wrap up things here..
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