Reply to 2 these 2 posts. Attempt to draw a parallel between these individual posts and my own post. Minimum of 2 external references for each response.Must be at least 250 words for each response. Here is the textbook: Martocchio, J. (2015). Strategic Compensation: A Human Resource Management Approach. Upper Saddle River: Pearson Education, Inc. (textbook) #1 Robbie Davis Performance Appraisal Process Conducting Performance Appraisals as mentioned in our text, is a company’s way of telling employees what is expected of them and how well they are meeting these particular expectations. Mostly, businesses set general guidelines for employees to follow, and then the employee should be acknowledged for following these particular guidelines. Many companies decide to conduct to performance appraisals to gather information on the how the employee performance ranks against other employees. One way that Performance Appraisals could be used within a company is to provide monetary bonuses to employees that meet goals and expectations. HR Managers and other direct supervisors should be able to come up with numerous ways to measure the employee’s job performance. It has been clearly shown that employees perform better when they feel appreciated and acknowledged for a job well done. McCarthy (2000) mentions that “By focusing on specific job-related issues, there is less likelihood of the reviewer being swayed by irrelevant information such as personality or personal background. It can also prevent situations where the employee is unfairly rated on issues that are out of his or her control” (pg.23) When applying this particular knowledge of performance appraisals, management would then can be confident in the fact that the appraisals that are completed are done correctly and without any bias. After now having more information from our reading on this particular human resource function, there are many different issues that can come along with performing employee appraisals. In relation to this week’s readings, there are always going to be challenges when it comes to making sure that employee performance appraisals are done correctly and without any type of bias. Washington (2008) mentions that “Hidden bias also can leave employers vulnerable to shifting demographics. Labor estimates show U.S. employers will face a shortage of skilled workers by 2010, and organizations that allow hidden biases to infiltrate personnel decisions won't succeed” (pg. 8). No company can perform these types of performance analysis without having some form of bias. HR managers and other managers alike should be using the scripture to help guide the companies process of performing these analysis. Titus 2:7-8 states “In everything set them an example by doing what is good. In your teaching show integrity, seriousness 8 and soundness of speech that cannot be condemned, so that those who oppose you may be ashamed because they have nothing bad to say about us” (ESV.