Question: Opinions in organizational literature about performance appraisals (PA) as part of performance management are mixed. Some suggest PA is a crucial feature for HRM. Others criticize PA as counter to other organizational goals.
Assess the role of PA. What are its potential benefits to both individuals and organizations? What are some of its potential drawbacks?
How should we assess the difference between performance appraisal and performance management? What are the best practices to consider?
How might performance appraisal and performance management contribute to strategic HRM?