Abstract
Performance appraisal, a critical component of human resource management, serves as a cornerstone for organizational success by providing valuable feedback to employees, aiding in performance improvement, and facilitating strategic decision-making. However, the performance appraisal process has challenges, including the potential for perceived conflicts that may vary among individuals from different generational backgrounds. Understanding these generational differences in the perception of conflict within the performance appraisal process is vital for organizations seeking to optimize their talent management strategies. This study delves into the intricate interplay between generational class and the perception of conflict inherent in the performance appraisal process.
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