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Performance appraisal plays a crucial role in the framework of Human Resource Development (HRD), serving as a mechanism to evaluate employee performance, guide career development, identify training needs, and enhance organizational effectiveness. Within the HRD context, performance appraisal is not merely a tool to assess past behavior or outcomes but an integral function aligned with employee growth, motivation, and capability enhancement. At its core, performance appraisal contributes to HRD by establishing a structured process through which employee contributions are measured against predetermined goals and competencies. The process supports the identification of strengths and weaknesses, allowing HR professionals and managers to design personalized development plans. It aids in aligning individual goals with organizational strategies, thereby fostering a culture of continuous improvement. When executed effectively, performance appraisals enhance communication between employees and supervisors, create opportunities for feedback, and motivate individuals to strive for higher performance levels. However, traditional performance appraisal systems have faced criticism due to several inherent limitations. One of the primary drawbacks is the excessive focus on evaluating past performance rather than focusing on future potential or developmental aspects. Many traditional systems rely heavily on annual reviews, which are often too infrequent to address ongoing performance issues or to recognize short-term achievements. As a result, feedback may become outdated or irrelevant, undermining its impact on employee development. Another limitation is the subjectivity and bias that can affect evaluations. Managers may unintentionally allow personal preferences, recency effects, or halo effects to influence their assessments. In some cases, performance ratings ___ ________ ___ __________ ____.
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