Performance appraisals can be fair and written and presented in such a way that thereare no worries about legalities with equity and fairness. Performance appraisals are asfair as the criteria and measurements used to base the assessments on. It is all aboutmaking unbiased assessments of employees and having data to support thoseassessments. The only way to be objective when evaluating an employeesperformance is to support evaluations with very specific criteria. This is why it is soimportant to tie performance appraisals to employee goals. If goals are written at thebeginning of the performance period and if there is ongoing communication with theemployee about their performance, then performance appraisals can bestraightforward with a painless delivery.In this report we have discussed about the advantages and disadvantages ofperformance appraisal as a whole. e have done an in!depth analysis of four mostwidely used performance appraisal techniques. The main focus of this analysis is onsome ofthe most common biases like strictness or leniency, central tendency, haloeffect, and recency of events. "inally, we have concluded by suggesting sometechniques and practices to ensure unbiased performance appraisal. #dditionally, anobjective quantification of individual performance is necessary in order to improvethe efficiency of performance appraisal systems.