Stop wasting time on ‘achieved’Performance appraisals should focus on strengths, weaknesses – and skip ‘satisfactory’ level, says HR executiveBy Norm Sabapathy09/07/2015|Canadian HR Reporter|Last Updated: 09/04/2015 If you Google “performance appraisal,” you’ll receive more than seven million results. So there are a lot of perspectives on the subject. But, in general, how an organization appraises performance is a critical component of its performance management system. It’s also a key area linked to organizational results where HR should make a significant contribution. How does human resources ensure an effective performance appraisal system, particularly given that many people don’t like either giving or receiving appraisals? To Read the Full Story, Subscribe or Sign In Remember Me Forgot Password If you are a current Subscriber, please click here to set-up or update your login information.