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Summary BUS303 Human Resources Management Week 4 Assignment.docx BUS 303 Performance Appraisals The University of Arizona Global Campus BUS 303: Human Resources Management Performance Appraisals Human Resource Management (HRM) is the management of
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BUS303 Human Resources Management Week 4 A BUS 303 Performance Appraisals The University of Arizona Global Campus BUS 303: Human Resources Management Performance Appraisals Human Resource Management (HRM) is the management of people in a company or organization to maximize the organ...

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  • September 3, 2021
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BUS 303

Performance Appraisals
The University of Arizona Global Campus

BUS 303: Human Resources Management


Performance Appraisals

Human Resource Management (HRM) is the management of people in a company or

organization to maximize the organization's productivity. The overall purpose of Human

Resources is to ensure that the organization can achieve success through people (Nandhini &

Vimala, 2020). The HRM process consists of eight functions whose purposes are to attract,

retain, and motivate qualified employees. These functions are strategic HR planning, job

analysis and job design, attracting and recruiting talent, selection and job fit, performance

appraisal, training and development, compensation, and benefit administration. (Youssef, 2015).

This paper will focus on the performance appraisal function. Performance appraisals are a way to

evaluate an employee's work performance. This paper will discuss how performance appraisals

are a function of HR and management. It will analyze the basic components of an effective

performance appraisal and explain how it contributes to organizational goals and objectives. It

will explain the advantages of performance appraisals and how they can contribute to effective

training and development. Finally, it will explain the potential forms of discrimination based on

labor laws and regulations when conducting performance appraisals.

For a performance appraisal, the employee’s manager assesses the employee’s

performance and then provides feedback to the employee (Youssef, 2015). Many employees

don’t realize the role that HR has in the performance appraisal function. They believe that their

team management is fully responsible for performance appraisals, and HR is only involved if an

employee’s performance is poor and corrective action is required. However, performance

management is one of the critical responsibilities of HR. HR is responsible for planning and

executing the performance appraisal system used by their company. They are also responsible

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