The feedback is one of the most important tools provided by Human Resources to managers as the motivational tool. The feedback by Human Resources is organized usually in the process of the Performance Appraisal.
When speaking with HRM Professionals, you can hear a lot about the performance management process and the forms used to formalize the whole process of the performance appraisals.
Generally, the manager should about the feedback and the quality of the feedback provide the performance appraisals to the individual employee. But as the HRM Function wants to have a control over the whole performance management process, the main stress is put on the formal record of the whole performance appraisal discussion.
The performance appraisals can have a huge impact on the future of the employee in the company. When the feedback is provided correctly and the manager makes a follow up of all the agreements done during the performance appraisal interview, the performance apprasails can work without any formal documents.
As the HRM Function is responsible for the performance management process, it brings new and better performance appraisal forms every single year. And the result usually fails every year. The managers and the employees do not see the benefits of participating in the performance review process as they take it as an activity driven by Human Resources for Human Resources.
The HRM Function cannot promote the performance appraisals as the set of forms to be filled by the manager and confirmed by the employee. The HRM Function has to promote the consequences of the performance management process and the positive impact on the future of the employee in the organization.
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