Hence, the practice of performance appraisal is not faulty in China (Zhihong, 2010). Although more and more firms including knowledge-intensive enterprises are paying attention to performance management and performance appraisal, there are still issues existing. In order to conduct effective performance appraisal, managers should take innovative measures to make sure real results delivered and improve performance. Therefore, the actions which organizations take are recommended in a few ways. For example, organizations should combine other practices with performance appraisal to reach their strategic goals and performance improvement. Moreover, organizations should provide accurate and clear feedbacks to employees and departments to guide their behaviors and performance. In addition, organizations should consider that cognitive perceptions of employees and supervisors may affect the performance appraisal process effectiveness, and organizations should integrate performance appraisal into whole performance management process. Certainly more suggestions may be given by other researchers (Wanjiku and Sakwa, 2013). In short, utilizing correct performance appraisal system can bring a large number of benefits to both employees and organizations.
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