Final answer:
Performance improvement follows a systematic approach to improving performance, distinguishing it from many other human resource development activities.
Step-by-step explanation:
This method is not just about assessing job performance but also about motivating employees to improve performance and expand their competencies. Performance appraisals are an example of this approach, which can include tools such as 360-degree feedback, focusing on a person's strengths with strengths-based management, and considering the organizational culture in the evaluation process.
This systematic approach is meant to align with business and performance needs, setting the stage for the expected outcome of employee growth and increased organizational efficiency.
In practice, it's essential that performance appraisal systems are correctly matched to an organization's culture and that they are utilized to both provide feedback and identify opportunities for training and development. Organizations continue to invest in employees post-hiring by providing training programs aimed at developing skills that match job analysis and performance goals. The effectiveness of these programs, as well as performance appraisals, is an active research area within industrial and organizational psychology.
Furthermore, evaluations should be supported by clear documentation and feedback to help safeguard against unfair practices and to strengthen decisions related to personnel management like promotions, pay increases, or termination.