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According to numerous cross‐cultural and comparative management studies, management perceptions and approaches differ across cultures, in particular, the management of human resources (HR). This article presents a number of implications for the appraisal process and its different functions and characteristics when applied within a cross‐cultural context. Culture is identified as an important factor influencing the understanding and interpretation of the appraisal process, its development, implementation, and other appraisal related elements and functions. Challenges for practitioners include the adaptation of HR procedures and practices to local cultures; managers to be aware of and sensitive to employees holding different cultural value and belief systems which might lead them to approach HR tools such as the appraisal process differently. Managers also need to focus on the objectives of the appraisal process and be open to pursuing different routes to get there, depending upon cultural circumstances.

Discusses some key issues arising when attempting to conceptualize culture. Aims to identify common areas among researchers’ culture approaches. Reviews ways culture has been expressed by writers in varying disciplines. Uses tables and a figure to further explain comparisons. Closes by stating culture is a very complex term – difficult to define – but greater clarity in communication between academics and practitioners can only assist.