The impact of human resource management applications on the assessment of employee work performance and the role of personality traits

Companies in the globalizing world are aware of the importance of exchanging people and manpower, the key to change and success, in order to maintain competitive advantage and maintain sustainability. In recent years, human resource management has become one of the most important functions for companies and human resources managers are taking place in the top management of companies and making a significant contribution in determining the strategies of companies. The main purpose of this study is to determine how employee performance is related to the personality traits of HRM practices and how personality traits affect employee performance. The universe of the work was a research on the data obtained from 240 employees working in the aviation sector in Ankara. According to research data, Human Resource Applications have a meaningful relationship with job performance selection, placement, performance evaluation, training, remuneration, job security perceived job performance. However, relationship power is seen in the lower level. However, there is a significant relationship between perceived business performance of personality traits, compatibility, responsibility, emotional balance and openness. Relations with compatibility, emotional balance and openness to innovation seem to be positive. As a result of the research, compatibility, emotional balance and openness to innovation have also increased in business performance. However, as liability increases, business performance decreases. In this context, the responsibility given to the individual in the performance of the work in the context of the individual is more stressful to work because of the task given or unable to perform due to worry about the performance is causing a negative effect. There is no significant relationship between outward turnover and perceived job performance. Research findings show that although there is a significant relationship between perceived performance and perceived performance in performance appraisal, training, rewarding and job security sub-domains, it does not affect job performance. Only the selection affects placement. Key Word, Human Resources Practices and Personality Features, Business Performance, Employee Personality Features