Part1:3 List and briefly explain the objectives of appraisal interviews.

Planned performance -Are objectives and a plan to support employees, so that we can increases the achievements of objectives.

Improved performance - This process determines the difficulty faced by the employee and the potential that the employee has.This also show if the employee is improving.

Planned development - Is to improve performance by creating for the development of the job holder.

Problem solving -Appraisal interview help to solve problem, that prevent the employee to perform well.

Career planning -Is a process of creating accurate profile for employees and can also be used as a career guidance by the manager.

Part1: 2 Is it possible to conduct meaningful performance appraisals without accurate and uo-to-date position descriptions and performance indicators?

Basically it is not possible to conduct meaningful performance appraisals without accurate and up-to-date position descriptions and performance indicators. The reason is that performance indicators contribute in reaching the key performance indicators of an organization. This in turn are indicators of performance which are extremely important for the success or survival competitiveness of the organization on the market share.
If a job description is not precise, then the information about the detailed list of duties and responsibilities might be problematic and create confusion when conducting performance appraisals on a specific job.

Part 1: 1. What is performance management? What is the difference between performance management and performance appraisal?

Performance management is the process to ensure that the efforts and activities of employees are on the same path or direction of the organizational goals; to provide constructive feedback to staff; to provide the administrative department with useful information for making decision about staff.

Differences between performance management and performance appraisal are : 

1. Performance appraisal can be considered one step that focuses on the employee's past performance while performance management is an on going process that evaluates day to day performance.

2. Performance appraisal sets a high performance measurement to show employees what is expected and encourage them to meet these expectations whereas the methods used in performance management are more flexible than those used in performance appraisal, since performance management bases itself on daily performance. 

3. Performance management concentrates on immediate and most relevant concerns whereas performance appraisal forces looking into the past, which in many causes would remain irrelevant .