Two aspects of the performance appraisals that I choose are, criterion deficiency and reliability. The special challenges within criterion deficiency, is the extent in which performances capture the entire range of an employee’s responsibilities, compared to focusing on a single aspect of an employee performances.

Criterion deficiency affects on employees and employers differ. If the challenges are not, addressed properly, the employees, with possibilities will be, demoted; they will loose their jobs; or they will receive a poor performance evaluation score. If this happens, employees will loose their chance of promotion, and will not receive their raise. Employers on the other hand would receive what I call an insignificant punishment, although, their punishments will indeed have an affect on their company, because of the possible loss of employees, and their respected name.

The special challenges within reliability are none, in my opinion; although, a possible challenge is from within two different ratings, or evaluations, in which, one evaluation may be constructive vs. the other evaluation being subjective even though managers are to specify and communicate precise information to employees regarding the quality and quantity of their outputs.

The only plausible impact of employees and employers; if, the challenges are not addressed, the employee performance appraisals may be somewhat subjective.  I do not think that employers would be, affected, because their evaluations are supposed to be, justifiable appraisals.