The formulation of human resources strategy and policies specialists should act as advisors to and educators of top management. It is important that all of general management, and most especially top management, are human resources literate. But being a general manager usually means being literate about a lot of stuff and an expert on rather little, and unless the CEO or the division (or business unit or regional) chief has a human resources background, she is unlikely to be a working force expert. Some of human resources management is pretty straightforward common sense. Take, for instance, the design and redesign of performance appraisal systems. Given the number of different goals that performance appraisal serves, it is common sense how to achieve an appropriate balance. It’s even harder to anticipate all the feedback effects that a change in performance appraisal practices will bring.
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