As much as the appraisal process seeks to improve employee performance, sometimes it is hard and difficult to come up with ideas on what should be evaluated, measured or analyzed in order to make employees do their job better. Also personal judgements can be used in a person's appraisal process which leads to inaccuracy because the results will not be reliable then, for example if a organization manager is friends with an employee and he or she mixes friendship and work then this particular employee is going to be rewarded better hence increased appraisals compared to an employee that manager does not like, without any reason but based on personal judgments. The most helpful part on a job analysis for designing an appraisal tool is when appraisals are used to ensure a company improves on its production hence becoming more effective and competitive through workers who better their skills on performance. Steers, R. M., & Lee, T. W. (2017). Facilitating effective performance appraisals: The role of employee commitment and organizational climate. In Performance measurement and theory (pp. 75-93). Routledge