reword the following Below I will list the major tasks for each of the three jobs and then discuss suitable performance appraisal methods for each: Human Resource Manager: Develop and administer employee benefits programs. Plan and conduct new employee orientation. Analyze training needs to design employee development programs. Oversee recruitment, interviewing, and hiring processes. Performance Appraisal Method: 360-Degree Feedback Rationale: A human resource manager's effectiveness is not only measured by their own performance but also by their ability to facilitate the growth and development of employees and ensure a positive work environment. 360-degree feedback allows for feedback from multiple sources, including supervisors, peers, subordinates, and even external stakeholders. This comprehensive approach provides a well-rounded assessment of the manager's performance in areas such as employee relations, communication skills, leadership, and team building. Sales Manager: Develop sales strategies to achieve organizational sales goals. Monitor sales team performance and provide coaching and feedback. Analyze sales data to identify trends and opportunities for improvement. Build and maintain relationships with key clients and stakeholders. Performance Appraisal Method: Sales Metrics and Goal Achievement Rationale: For a sales manager, the primary focus is on achieving sales targets and driving revenue growth. Therefore, performance appraisal should primarily revolve