performance management

Performance Management

procedures and systems designed to improve employee outputs and performance, often through the use of economic incentive systems

Human Resource Planning (HRP)

the process of forecasting an organization's future demand for and supply of employees and aligning them with organizational goals

Forecasting Demand for Human Resources

estimating the number and types of employees the organization will need in the future

Assessing Supply of Human Resources

evaluating the current workforce (skills, qualifications, experience) and external labor market availability

Gap Analysis

comparing demand and supply to identify shortages (understaffing) or surpluses (overstaffing)

Action Plans

developing strategies to bridge gaps, such as recruitment, training, succession planning, redeployment, or downsizing

Workforce Flexibility

ensuring adaptability through job rotation, outsourcing, contractual staff, or multi-skilling

Succession Planning

preparing and developing employees to fill key roles in the future

Monitoring and Evaluation

continuously reviewing and updating HR plans based on organizational and environmental changes

Job Analysis

a process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job

Job Description

a detailed document outlining the specific duties, responsibilities, and requirements of a particular position within an organization

Job Specification

a list of requirements such as education and experience, technical knowledge, physical aptitudes and abilities, interpersonal and communication skills, analytical aptitudes and abilities, and creative abilities that an individual needs to perform a job

Recruitment

the process of attracting, identifying, and encouraging qualified candidates to apply for job vacancies within an organization

Internal Recruitment

filling vacancies from within the organization

External Recruitment

hiring from outside the organization

E-Recruitment

using technology, websites, and social media platforms to attract candidates

Selection

the process of choosing the most suitable candidate for a job from a pool of applicants generated during recruitment

Preliminary Screening

reviewing applications to shortlist candidates

Tests/Assessments

measuring skills, abilities, aptitude, or personality

Interviews

structured, unstructured, or panel interviews to assess suitability

Background and Reference Checks

verifying candidate's employment history, education, and character

Medical/Physical Examination

ensuring fitness for the role (if required)

Final Decision and Job Offer

selecting the most suitable candidate

Written Tests

aptitude, technical, or psychological tests

Assessment Centers

group discussions, role plays, case studies

AI & Digital Tools

online screening tests, video interviews, predictive analytics

Training

the process of changing employee behavior, attitudes, or opinions through some type of guided experience

On-the-Job Training

training method conducted while employees perform job-related tasks

Internships

opportunities for students to gain real world experience

Apprenticeships

learning a trade from an experienced worker

Job rotation

providing a broad range of experience in different kinds of jobs in an organization

Off-the-Job Training

training that deals with work skills in settings away from an employee's ordinary workplace

Classroom lectures

lectures designed to communicate specific interpersonal, technical, or problem solving skills

Videos and films

using various media production to demonstrate specialized concepts or tasks

Simulation exercises

training that occurs by actually performing the work in a controlled setup

Computer-based training

simulating the work environment by programming a computer to imitate some of the realities of the job

Vestibule training

training done on actual equipment used on the job in a simulated work station

Programmed instruction

training materials condensed into highly organized, logical sequences

Career

the pattern of work-related experiences that span the course of a person's life

Establishment stage

one of apprenticeship where the young employee enters an organization

Advancement stage

stage where employee seeks growth and increased responsibility through the continued development and utilization of his skills

Maintenance stage

stage where employee may experience continued growth of performance or he may encounter career stability but loses career flexibility

Retirement stage

stage where formal preparation for retirement is made with a reduced role and less responsibility

Performance Appraisal

the process of evaluating the performance of employees, sharing that information with them, and searching for ways to improve their performance

Individual task Outcomes

evaluating performance based on the employee's task outcomes

Behavior

evaluating an employee's behavior when it is difficult to measure individual task outcomes

Traits

using personal traits as criteria in appraising employee performance

Halo error

a rating error that occurs when a rater assigns ratings on the basis of an overall impression (positive or negative) of the person being rated

Leniency error

a rater's tendency to give relatively high ratings to virtually everyone

Strictness error

a rating error where raters tend to give everyone a low rating

Central tendency error

occurs when a rater lumps everyone together around the average, or middle, category

Recency error

a biased rating that develops by allowing the individual's most recent behavior to speak for his or her overall performance on a particular dimension

Personal bias error

occurs when a rater allows specific biases, such as racial, age, and gender, to enter into performance appraisals

Intrinsic rewards

rewards that the worker receives from the job itself, such as pride in one's work

Extrinsic rewards

rewards that the workers get from the employer, usually money, a promotion, or benefits

Financial rewards

rewards that enhance an employee's financial well-being directly through wages, bonuses, profit sharing, and the like

Nonfinancial rewards

indirect enhancement of an employee's financial well-being through supportive benefits like pension plans, paid vacations, paid sick leaves, and purchase discounts

Membership-based rewards

rewards that are given to all employees regardless of performance, such as cost-of-living increases, benefits, and seniority-based pay