 In this topic, we will be talking about a concept of related to performance management which is usually taken as synonymous with performance management. Usually, performance management is considered to be similar to the concept of performance appraisal. People from the HR background, they also confuse that performance management and performance appraisal, they are the same thing. And people from non-HR background, most of the times, they consider that performance management and performance appraisal is the same thing. However, as HR manager, it is very much important for you to distinguish between performance management and performance appraisal. Performance appraisal is a part of performance management. Performance appraisal is only evaluating measuring performance. But performance management process that involves a lot of other activities and functions. So individual performance management involves a set of decisions on the dimensions and level of performance criteria, task and role definitions and the timing of the formal and informal aspects of appraisal. So performance management makes sure that how the role is defined, how the role is conceived, how the role is performed, what are the various different levels and dimensions of performance. As we talked about the task, we talked about the assignments, we talked about the roles. The performance management process has to look after all these things. Performance appraisal is only evaluating and measuring. So it comprises a formal process of goal setting, performance appraisal and feedback. So performance appraisal is only apart. The performance management is the process of first of all setting the goal, then measuring it, then giving the feedback. And data from this process, the data which is generated from the performance management process that is used to determine a number of things. So a performance appraisal is only about calculating how much a person has performed. The performance management process that then uses that data to make sure what type of consequences or outcomes will come from that performance appraisal. So the data which is developed or the data which is gathered through the performance appraisal process is then used to determine the aspects of pay and promotion and aspects of training and development requirements. So the performance management process, it is connected to and it is an overarching concept which is connected to all the other functions of human resource management. Appraisal is a part of performance management and which involves evaluating performance against predefined criteria. And the performance is only measured according to the predefined criteria which are set during the performance management process. So there has to be a clear distinction in your minds that performance management process starts from defining the roles and objectives and tasks and then setting up the criteria for measuring those tasks. The performance appraisal is only measuring according to those predetermined criteria and then performance appraisal data then that is used in the performance management process to use for the purpose of determining pay raises, promotions and also it is used to determine whether a person has to be kept in the organization or has to be fired and then it is used to determine the training and development aspects, how much a person needs to be trained and what development path that person can take up. So the distinction between performance appraisal and performance management must be very clear in your mind and the performance appraisal is a part of performance management process. Thank you.