As an HR manager, how could you use performance appraisal ...

[itsmyluck]

As an HR manager, how could you use performance appraisal information for HR tasks such as training and development, recruitment, and compensation?
 
  What will be an ideal response?

Question 2

To which of the following HR practices is performance appraisal least related?
 
  A) internal employee relations
  B) training and development
  C) compensation
  D) recruitment

[jojobee318]

Answer to Question 1

Answer: Performance appraisal should point out an employee's specific needs for training and development. By identifying deficiencies that adversely affect performance, T&D programs can be developed that permit individuals to build on their strengths and minimize their deficiencies. An appraisal system does not guarantee properly trained and developed employees. However, determining T&D needs is more precise when appraisal data are available. Also, PA evaluation ratings may be helpful in predicting the performance of job applicants. For example, it may be determined that a firm's successful employees (identified through performance evaluations) exhibit certain behaviors when performing key tasks. These data may then provide benchmarks for evaluating applicant responses obtained through behavioral interviews. Finally, PA results provide a basis for rational decisions regarding pay adjustments. Most managers believe that you should reward outstanding job performance tangibly with pay increases. They believe that the behaviors you reward are the behaviors you get. Rewarding behaviors necessary for accomplishing organizational objectives is at the heart of a firm's strategic plan. To encourage good performance, a firm should design and implement a reliable performance appraisal system and then reward the most productive workers and teams accordingly.

Answer to Question 2

Answer: D