Performance appraisals serve a purpose, as they help management make overall human resources decisions. Performance reviews provide input to help make important decisions such as promotions, transfers, and even layoffs. Additionally, it could help identify the training and developments they need, as well as develop programs and provide feedback to employees on how they performed the review. Performance reviews can help you see who will get merit pay raises and other rewards. In the scenario, I have three concerns about the assessment used by our manager. The first concern is the three items they used to rate, friendliness, cleanliness and attitude, which in themselves are not a terrible start, but the manager needs to go further. These three elements are weak only because the manager made them, and this is a biased opinion of the manager. When the manager evaluates these three areas, a more suitable evaluation method would be to ask others who work personally with the engineer. This brings me to my secondary concern; The fact that only the manager evaluates the engineer is also not applicable. Since there is no one qualified to evaluate the engineer, the right thing would be to use the 360 ​​degree method. By using a 360 degree assessment, this would allow for a more accurate assessment. In our scenario, the engineers' performance would be performed by other people who have dealt with him, including external sources. The third concern is that because the previous evaluation with the engineer went poorly, the manager may back away from providing the engineer with his evaluation. It is very important that the engineer receives this feedback to help him improve. From the performance evaluation… middle of the paper… in our scenario; the manager is reluctant to provide the evaluation because the engineer was very angry with the results of the previous review. The best solution to this problem in our scenario is not to ignore it, but to train the manager to be competent at providing constructive feedback. Performance evaluations are very important and with the right training and the best method, giving an evaluation need not be painful. Works Cited Robbins, S.P. & Judge, T.A., (2007). Human resources policies and practices. Organizational behavior (12th ed.) (pp. 618-626). Upper Saddle River, NJ: Pearson Prentice Hall.North, Archer (2010). Common mistakes. Performance evaluation. Retrieved from http://www.performance-appraisal.com/mistakes.htmNorth, Archer (2010). Prejudicial effects. Performance evaluation. Retrieved from http://www.performance-appraisal.com/bias.htm