Which three factors significantly affect the validity of an organization's performance appraisal process?

The factors that significantly affect the validity of an organization's performance appraisal process include rater errors, incomplete or inaccurate information, and poor communication.

Rater errors can manifest in various forms, such as bias or inconsistency, where the evaluator may overrate or underrate an employee's performance based on personal feelings or inadequate understanding of the performance criteria. This can drastically skew the results of the appraisal, leading to unfair assessments that don't truly reflect an employee's capabilities or contributions.

Incomplete or inaccurate information can also detract from the validity of the appraisal process. If either the data about performance or the context within which it is measured is flawed or missing, the appraisal can lead to misleading conclusions about an employee's performance. Having comprehensive, precise, and relevant data is crucial to ensure that the evaluation reflects an accurate picture of an employee's contributions.

Poor communication is another critical factor that can undermine the effectiveness of performance appraisals. If expectations, goals, and the criteria used for assessment are not clearly communicated to employees, they may not understand how their performance will be evaluated. This lack of clarity can affect both the performance itself and the perceived fairness of the appraisal, ultimately impacting employee motivation and trust in the process.

These three elements collectively support the integrity and effectiveness