We should be aware that there is no universally correct evaluation form. In some cases, a module may emphasize skills and ignore outcomes. This would be the case if the system took a behavior-based and not results-based approach to measuring performance. In other words, the form can emphasize developmental issues and downplay, or even completely ignore, both behaviors and outcomes. In such cases, the module would be used only for development purposes and not for administrative purposes. Despite the great variability in format and components, there are some desirable features that make assessment forms particularly effective. These characteristics are simplicity, relevance, descriptiveness, adaptability, completeness, clarity of definitions, communication and time orientation. (Aguinis, 2009, p. 119) In determining whether changes or revisions were needed on the evaluation form used by a U.S.-based grocery retailer, we felt there was room for improvement. When comparing the evaluation form used by a food retailer with the nine main components of the evaluation forms, we found that there were seven components. The components present include basic employee information, skills and indicators, key results and contributions, development results, needs development results, plans and objectives, employee comments and signatures. Also included among the components listed on the grocery retailer evaluation form are the employee comments section, signature section, and basic employee information section. Although the basic employee information section was included in the grocery retailer's evaluation form, it does not include a section to fill in additional vi...... middle of document ...... Aguinis, (2009, p 87) responsibilities, objectives and standard components are indications of a results-based approach. The results approach emphasizes the outcomes and results produced by employees. It does not consider the characteristics that employees may possess or how employees perform the job. This approach is not concerned with employee behaviors and processes but, instead, focuses on what is produced. In summary, appraisal forms are the key tools used to measure performance. Care and attention is required to ensure that the modules include all necessary components. More importantly, it is important to remember that one solution does not fit all and that different components are appropriate depending on the purposes of the evaluation. (Aguinis, 2009, p. 143)Works CitedAguinis, H. (2009). Performance Management (2nd ed.). Upper Saddle River, NJ: Pearson Prentice Hall