Many personnel specialists believe a performance appraisal system should primarily aim to:

The primary aim of a performance appraisal system being to inform employees about work quality is fundamentally important within the context of employee development and organizational effectiveness. Performance appraisals serve as a systematic way to assess and communicate how well an employee is meeting their job expectations. By clearly outlining strengths and areas for improvement, employees gain insight into their performance, which can help them understand how their contributions align with organizational goals.

Informed feedback during performance appraisals encourages self-reflection and motivation among employees, driving them to enhance their skills and productivity. This process can foster an open dialogue between employees and management, creating opportunities for discussions about career aspirations, setting future goals, and identifying necessary resources for growth.

While other options like providing training opportunities or determining salary increases are also relevant considerations in the context of performance appraisals, the central focus should be on delivering clear feedback about work quality. This foundation supports all other objectives, including identifying training needs or making decisions about compensation, by ensuring employees are aware of their current performance levels.