In today's rapidly-changing business environment, and facing so many challenges such as workforce scarcity, the lack of talents, diversity etc. HR management plays important role in gaining a competitive advantage. An organisation cannot build a good team of working professionals and achieve high performance without good Human Resources.

The key functions of the Human Resources Management (HRM) team include recruiting people, training and development, performance management and rewarding employees. This course provides throug all these functions.

• Performance management is a framework in which performance by individuals can be directed, monitored, motivated and improved (Mabey, 1998).

• Performance management plays strategic role in a firm management as it:

- enhances employee motivation and productivity of individuals, teams and the whole firm.

- helps in strategic planning and change by detecting problems and employee performance evaluation.

- is also useful in analysing the competence gap and employee development.

• Performance evaluation supposed to be ongoing process that will help the firm in the process of continuous improvement.

• Performance appraisal is usually a part of performance management. Performance appraisal is interpreted as evaluating performance of each employee, measured against the performance standards or objectives established for his or her job.

• Choosing valid performance criteria is one of the most important aspect of effective performance assessment.

• In most performance systems the assessment criteria are divided into following groups: objective results, behaviors, personal traits, multiple criteria.

• Assessment 360 degrees is a process through which feedback from an employee's subordinates, colleagues, and supervisor(s), as well as a self-evaluation by the employee themselves is gathered. Such feedback can also include feedback from external stakeholders who interact with the employee, such as customers and suppliers.