Qualitative Roles of Performance Appraisal Function in Human Resources Management from Employee Focus

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dc.contributor.authorTürk, Abdullah
dc.date.accessioned2026-04-04T18:48:45Z
dc.date.available2026-04-04T18:48:45Z
dc.date.issued2024
dc.description.abstractHuman resources management is the most important department in which the future situations of employees are dynamically planned, and task distribution and definitions are determined within the corporate relationship network. The task of career reconciliation between the organization and the employee, especially in changing sectoral dynamics The human resources management unit is responsible for optimizing the internal and external dynamics of the organization. Human resources management performs this compliance optimization with its sub-functions. In particular, the correct determination and determination of the current situation and future positions of the employees is also an indicator of output within the organization. At this point, the performance evaluation function of human resources management has an important responsibility in fulfilling this task. As the world progresses in change, the needs and expectations of employees are also changing. At this point, the task is not only to measure the employee’s performance but also to put forward the arguments that increase that performance. Organizations in which only the institution’s needs are prioritized in the modern organizational structure fail in the long run in terms of competition. Therefore, individuals’ involvement in determining the targeted performance indicators can make serious contributions to achieving the targeted outputs. In this regard, performance evaluation is the value put forward to provide information infrastructure to many departments such as career, reward and wage, talent management, training, and development. In this context, the aim of the study is; It is to reveal qualitatively what kind of structural and employee-focus performance evaluation has. In this direction, semi-structured interviews were conducted with 10 white-collar “employee-managers” working at the corporate level in different sectors, content analysis was made with the NVivo qualitative analysis program, the data were analyzed, and the relationship densities were transferred. Research results; Employee-level information on performance evaluation has revealed the importance of arrangements. © 2024, Ebru Bagci. All rights reserved.
dc.identifier.doi10.5281/zenodo.13953396
dc.identifier.endpage106
dc.identifier.issn2791-9099
dc.identifier.issue2
dc.identifier.scopus2-s2.0-85207891310
dc.identifier.scopusqualityQ4
dc.identifier.startpage98
dc.identifier.urihttps://doi.org/10.5281/zenodo.13953396
dc.identifier.urihttps://hdl.handle.net/11411/10333
dc.identifier.volume2024-October
dc.indekslendigikaynakScopus
dc.language.isoen
dc.publisherEbru Bagci
dc.relation.ispartofRomaya Journal: Researches on Multidisciplinary Approaches
dc.relation.publicationcategoryMakale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanı
dc.rightsinfo:eu-repo/semantics/closedAccess
dc.snmzKA_Scopus_20260402
dc.subjectEmployee Performance
dc.subjectHuman Resources Management
dc.subjectPerformance Appraisal
dc.titleQualitative Roles of Performance Appraisal Function in Human Resources Management from Employee Focus
dc.typeArticle

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