To me appraisal is like a Parliament where a council is formed and will rate the people manually despite having multitude of internal applications filled. So ultimately the result always depends on how you are presented by another person. In way this process, which ultimately determines salary, promotion etc, is a very important thing as far as an employee is concerned.

Keeping that in mind, how can HR ensure that the appraise-appraiser rapport doesn’t influence the outcome…What if they have had fights earlier on any aspect, how can one trust that his representation was ‘Just’ in such council...when he/she is not allowed in its vicinity?

Secondly, the people in the council are human beings and hence the decisions can be unpredictable and could be often influenced by the popularity, notoriety, familiarity, un-familiarity, gratitude, fear, a soft corner for someone etc Thirdly, there is no process to record the proper reasoning behind the rating, of course there are discussions where you are communicated with the rating I don’t know how many end up satisfied with the explanations there, since these are not recorded as any comments in the system they loose their credibility when you try to challenge it via a different channel …this reduces the transparency of the whole process drastically.