Which statement regarding performance appraisal systems is NOT correct?

Performance appraisal systems are designed to evaluate and enhance employee performance, providing a comprehensive view of an employee's contributions to the organization. While these systems may reveal areas where an employee can improve, their main objective is not solely to uncover weaknesses. Instead, they are intended to promote development by providing constructive feedback, recognizing strengths, and facilitating continuous improvement.

The inclusion of periodic discussions of performance is vital, as it helps align employee efforts with organizational goals, allowing for goal-setting and mid-course corrections. Furthermore, active participation from line management is crucial as they are directly involved with employee performance and are thus better positioned to provide relevant feedback. Supervisor training is also essential to ensure that appraisals are conducted uniformly and fairly across the organization, which fosters trust in the appraisal process.

Thus, stating that performance appraisal systems are used primarily to uncover employee weaknesses misrepresents the holistic approach that these systems should embody, focusing instead on development and potential growth.