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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 ...
Professionals developing certification exams use job analysis (often called something slightly different, such as "task analysis" or "work analysis") to determine the elements of the domain which must be sampled in order to create a content valid exam. When a job analysis is conducted for the purpose of valuing the job (i.e., determining the ...
The situation, task, action, result (STAR) format is a technique [1] used by interviewers to gather all the relevant information about a specific capability that the job requires. [ citation needed ] Situation : The interviewer wants you to present a recent challenging situation in which you found yourself.
Point factor analysis (PFA) is a systemic bureaucratic method for determining a relative score for a job. [1] Jobs can then be banded into grades, and the grades used to determine pay. [2] PFA is a type of job evaluation; the main advantage of PFA is that it is systemic and analytical. Jobs are broken down into factors such as “knowledge ...
360-degree feedback (also known as multi-rater feedback, multi-source feedback, or multi-source assessment) is a process through which feedback from an employee's colleagues and associates is gathered, in addition to a self-evaluation by the employee.
Job evaluation is closely related to reward management. It is important to understand and identify a job's order of importance. Job evaluation is the process in which jobs are systematically assessed to one another within an organization in order to define the worth and value of the job, to ensure the principle of equal pay for equal work.
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