ABSTRACT
All human resource systems, including performance appraisals, need to be evaluated for e–ectiveness (Murphy & Cleveland, 1991). Problems with currently available methods for evaluating performance appraisal systems represent some of the most pressing problems facing practitioners. Clearly, if an organization lacks the ability to assess its personal performance appraisal system, it will be unable to accurately gauge overall organizational performance (Bernardin, Kane, Ross, Spina, & Johnson, 1995).
