HRM Functions: Performance Appraisals

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HRM does not need to be a conflicted role when acting as employee advocate and strategic business partner to management. Employees make a significant contribution to any company, and therefore can be expected to act as partners in the success of the company as well. HRM can work as a go-between in some instances to ensure that the needs of both employees and management are met. This is how the HRM function works at Wegmans, where the employees are treated as part of the family and given the opportunity not only to pursue their own objectives but also to make contributions to overall corporate objectives as well. HR can help to bring about changes to the organization, because it can orient employees towards the tasks that will allow the organization to achieve those changes. Job descriptions and performance appraisal systems in particular play a significant role in guiding employees to specific. By outlining the tasks and measures that the company will expect of its employees, it will guide the actions of those employees to meeting those objectives. Thus, HR needs to ensure that the objectives in its job descriptions and performance appraisals are in line with overall company objectives. For Wegmans, the areas of HRM that will take on greater importance in the future are in appraisal, job descriptions and training. The company is still expanding, albeit slowly, and with this expansion comes training for both employees and management alike. Yusof, Ahmad & Nirmala (2012) note

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