APPRAISAL2Function of HR and ManagementPerformance appraisals are often viewed negatively by employees because their purpose is to evaluate their performance as it relates to defined business goals and objectives. In a sense, that is a true statement. Evaluating job performance is done by “obtaining results on the conditions of things that are changed by what employees do in ways that help or hinder the organization in reaching its objectives, and this accounts for results being so appealing as a focal point when considering employee performance” (Motowidlo, 2003). The performance appraisal is also utilized for any other business functions of which employees may not be aware. In this paper, the importance of performance appraisals as related to the HR process will be discussed.Performance appraisals are not only used to evaluate employee performance. The appraisal is also utilized by HR organizations in “determining the effectiveness and efficiency of achieving organizational goals and objectives” (Youseff, 2015, Section 6.2). The appraisal is alsoused to determine when an employee deserves a raise, how much that raise should be, promotions, demotions, and transfers to a new department within the organization. They can alsobe utilized to justify placing an employee on a performance improvement plan (PIP) or a written warning. Many organizations require documentation to take corrective actions, so a well-documented appraisal will work not only to institute corrective action but will also protect the organization from false allegation and possible legal implications. With my organization, the last three performance appraisals are provided to hiring managers as support for determining which potential candidates will be selected for the interview process.