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Performance appraisal within the organizational context is defined as the supervisor's judgment of how well an employee performs his job based on established job measurement criteria. This term, which has gained some steam in the highly competitive business world, has infused the thinking of Donald L. Kirkpatrick, who is considered the father of training evaluation.

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The performance consulting process generally includes identifying business needs, performance needs, and work environment and capability needs. All strategic performance improvement projects start with an assessment to systematically identify a specific individual, team, or organizational need. Workplace Learning and Performance (WLP) professionals perform this assessment by completing a series of analyses that identify the discrepancies between the actual and the desired performance, clarify the desired outcomes, set the boundaries of the issue to be addressed, and analyse all the factors that support and inhibit performance. The WLP professional needs expertise in asking the right questions about what is happening in the organisation and pinpointing the issue that needs to be addressed. Clarifying the desired outcome and understanding what is happening in the system and what is inhibiting the realization of this outcome are crucial activities at this stage.

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