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Case Study Questions 1-6 1. Will you use one set of performance dimensions for everyone, or will people in different jobs be evaluated on client dimensions? Explain logic?
Well there are three major steps in the performance appraisal process: * Identification, * Measurement * Management.
The first appraisal is with identification the behaviors necessary for successful performance are determined. The second is measurement involves choosing the appropriate instrument for appraisal and assessing performance. The last step in my opinion one of the most important is management, which is the ultimate goal, is the reinforcing of good performance and the correction of poor performance. Additionally, management by objectives, which involves evaluating performance without a traditional performance appraisal. The client dimensions are the quality of a good dimensional model that is directly proportional to the quality of attributes present inside these dimension tables. The dimension table attributes show up as report label inside the reports for senior management for them to review. I would use performance dimensions are everyone across the board yes it can be difficult to achieve this task at first but with the right organization and management it could be very prosperous for the employee and the organization.

2. How will you determine the specific content of the 360 degree appraisal form?
Well the content should be the same within the 360 degree appraisal form regardless of the organization with some important things to think about before you begin a 360 appraisal form is to be careful and have consideration and planning every step of the way, including survey design, deployment, and data-delivery.

3. What type of format will be used to make the appraisal ratings?
The format that is used for the appraisal ratings should be on a paper or a

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