ABSTRACT
The value of the staff appraisal schemes now commonly in use depends both on the care that has gone into preparation of a scheme, and on the quality of management in the organisation and of communications between managers and staff. For the great majority of organisations somewhere in between these two extremes, a good appraisal scheme may help a manager to achieve, more of the time, the good relationships and the good results from the staff which he already experiences some of the time. It will help staff to improve their performance and develop their potential. The term 'appraisal interview' has been widely misunderstood, and is perhaps something of a misnomer. There is growing recognition that the main purpose of an appraisal interview is not to appraise the individual; it is to discuss with him how he can improve his performance and develop his potential.
