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A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to "PA", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about ...
The following hierarchy is an example of a cognitive model task performance for the knowledge and skills in the areas of ratio, factoring, function, and substitution (called the Ratios and Algebra hierarchy). [9] This hierarchy is divergent and composed of nine attributes which are described below.
A meta-analysis of selection methods in personnel psychology found that general mental ability was the best overall predictor of job performance and training performance. [13] While intelligence (general mental ability) is the strongest known predictor of job performance, that is less true for fields that are information-rich and require much ...
Performance rating has become a continuous process by which an employer and employees attempt to understand company goals and how his or her progress toward contributing to them are measured. Performance measurement is an ongoing activity for all managers and their subordinates. [4] A performance measurement uses the following indicators:
Skill assessment is the comparison of actual performance of a skill with the specified standard for performance of that skill under the circumstances specified by the standard, and evaluation of whether the performance meets or exceed the requirements. Assessment of a skill should comply with the four principles of validity, reliability ...
Performance evaluations have been based on various operational or financial measures of performance, but no one factor provides a clear indication of productive or ineffective performance. [3] The response has been to focus on too many measures on which to base performance assessment.
Individual psychological assessment (IPA) is a tool used by organizations to make decisions on employment. IPA allows employers to evaluate and maintain potential candidates for hiring, promotion, and development by using a series of job analysis instruments such as position analysis questionnaires (PAQ), occupational analysis inventory (OAI), and functional job analysis (FJA).
The analytic network process (ANP) is a more general form of the analytic hierarchy process (AHP) used in multi-criteria decision analysis. AHP structures a decision problem into a hierarchy with a goal, decision criteria, and alternatives, while the ANP structures it as a network.