Podcast
Questions and Answers
A performance appraisal method where people around the employee may provide ratings such as managers, supervisors, subordinates, peers, team members, and internal or external customers.
A performance appraisal method where people around the employee may provide ratings such as managers, supervisors, subordinates, peers, team members, and internal or external customers.
Performance appraisal where assessors selects the best and worst employees based on certain trait / criterion and rank them accordingly
Performance appraisal where assessors selects the best and worst employees based on certain trait / criterion and rank them accordingly
Combines elements of traditional rating scales and critical incident methods. Using a defined set of performance dimensions by comparing their behaviours with specific behaviour examples that anchor each performance level
Combines elements of traditional rating scales and critical incident methods. Using a defined set of performance dimensions by comparing their behaviours with specific behaviour examples that anchor each performance level
Requires keeping written records of highly favourable and unfavourable employee work actions
Requires keeping written records of highly favourable and unfavourable employee work actions
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The rater writes a brief narrative describing the employee's performance. his method focus on extreme behavior rather than routine performance
The rater writes a brief narrative describing the employee's performance. his method focus on extreme behavior rather than routine performance
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A performance appraisal method that uses predetermined percentage of employee are rated at various levels of performance
A performance appraisal method that uses predetermined percentage of employee are rated at various levels of performance
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The rater ranks all employees from a group in order of overall performance
The rater ranks all employees from a group in order of overall performance
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A performance appraisal method that allows to rate employees according to defined factors
A performance appraisal method that allows to rate employees according to defined factors
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Performance appraisal method that is used when subordinates or employees provide anonymous feedback on their supervisor's performance
Performance appraisal method that is used when subordinates or employees provide anonymous feedback on their supervisor's performance
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Performance appraisal technique that compares each employees performance to predetermined standard or expected level of output
Performance appraisal technique that compares each employees performance to predetermined standard or expected level of output
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Designed to measure an individual's knowledge, skills, or competencies in specific areas that are relevant to their job performance
Designed to measure an individual's knowledge, skills, or competencies in specific areas that are relevant to their job performance
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A psychological test, hypothetical scenarios and respondents are asked to choose the most appropriate action or decision from a set of options
A psychological test, hypothetical scenarios and respondents are asked to choose the most appropriate action or decision from a set of options
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Measures the candidate's ability to solve problems and think critically
Measures the candidate's ability to solve problems and think critically
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Test to evaluate personality traits, characteristics, and preference of job applicants. Aims to predict how well an individual might fit into a specific role based on their personality profile
Test to evaluate personality traits, characteristics, and preference of job applicants. Aims to predict how well an individual might fit into a specific role based on their personality profile
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To thoroughly assess candidates for employment beyond the traditional interview process. Aims to gather comprehensive insights into candidates skill's competencies, experiences, and potential contributions to the organisation
To thoroughly assess candidates for employment beyond the traditional interview process. Aims to gather comprehensive insights into candidates skill's competencies, experiences, and potential contributions to the organisation
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A formal discussion between an employee and his/her manager regarding performance and other aspects of job role
A formal discussion between an employee and his/her manager regarding performance and other aspects of job role
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A semi-structured interview where the candidates have to give detailed information about their educational qualifications, work experience, special interests, skills, aptitude, etc.
A semi-structured interview where the candidates have to give detailed information about their educational qualifications, work experience, special interests, skills, aptitude, etc.
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conducted for employees who what to leave the organization. To ascertain the reasons behind leaving the job.
conducted for employees who what to leave the organization. To ascertain the reasons behind leaving the job.
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Candidates will be aware about the dates and timings of the interview well in advance and the interviewer plans and prepares the questions for the interview
Candidates will be aware about the dates and timings of the interview well in advance and the interviewer plans and prepares the questions for the interview
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Interview will be stable without any written communication and can be arranged at any place
Interview will be stable without any written communication and can be arranged at any place
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Conducted to ascertain how a candidate would react during the time of stress and cope up with problems
Conducted to ascertain how a candidate would react during the time of stress and cope up with problems
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The interview is planned, designed, and detailed in advance. Pre-planned, precise, and reliable in hiring the candidates
The interview is planned, designed, and detailed in advance. Pre-planned, precise, and reliable in hiring the candidates
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Unexpected; Interview questionnaires is not prepared. Interviewers are not well prepared regarding th questions that are to be asked and in obtaining accurate answers
Unexpected; Interview questionnaires is not prepared. Interviewers are not well prepared regarding th questions that are to be asked and in obtaining accurate answers
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A formalised program combining on-the-job training (OJT) with classroom instruction
A formalised program combining on-the-job training (OJT) with classroom instruction
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A superior gives training to a subordinate as his understudy like an assistant to a manager or director
A superior gives training to a subordinate as his understudy like an assistant to a manager or director
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Designed to assess a candidate's adaptive thinking, problem solving, judgement, administrative abilities, planning, organizing, delegating, and integrative skills while dealing with memos, emails, requests, messages, handwritten notes, and other items while under pressure
Designed to assess a candidate's adaptive thinking, problem solving, judgement, administrative abilities, planning, organizing, delegating, and integrative skills while dealing with memos, emails, requests, messages, handwritten notes, and other items while under pressure
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A structured training method suitable for jobs with clear and logical sequences of steps. Breaking down tasks into smaller components, teaching steps sequentially and ensuring the trainee can perform each task correctly before moving on. Most effective for quickly teaching specific job skills and procedures
A structured training method suitable for jobs with clear and logical sequences of steps. Breaking down tasks into smaller components, teaching steps sequentially and ensuring the trainee can perform each task correctly before moving on. Most effective for quickly teaching specific job skills and procedures
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Employees are provided with condensed or abbreviated version of job tasks or responsibilities to learn and practice.
Employees are provided with condensed or abbreviated version of job tasks or responsibilities to learn and practice.
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Psychological techniques in which intensive group discussion and interaction are used to increase individual awareness of self and others.
Psychological techniques in which intensive group discussion and interaction are used to increase individual awareness of self and others.
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Creating a simulated work environment for employees to practice job related tasks and skills
Creating a simulated work environment for employees to practice job related tasks and skills
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External Recruitment Educational institutions such as colleges and universities make provision or information to the students regarding employment opportunities
External Recruitment Educational institutions such as colleges and universities make provision or information to the students regarding employment opportunities
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Process of identifying and filling job vacancies within an organization from its existing workforce
Process of identifying and filling job vacancies within an organization from its existing workforce
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Posting job openings on the organization's internal network or intranet.
Posting job openings on the organization's internal network or intranet.
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When employees are incorrectly rated near the average or middle of a scale
When employees are incorrectly rated near the average or middle of a scale
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When manager generalizes one positive performance feature or incident to all aspects of employee performance, resulting in a higher rating
When manager generalizes one positive performance feature or incident to all aspects of employee performance, resulting in a higher rating
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Primary responsibility is to design, implement, and manage the organisation's compensation and benefits program
Primary responsibility is to design, implement, and manage the organisation's compensation and benefits program
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An HR employee who typically report to an HR manager or director. They handle daily core HR functions, such as recruitment, employee relations, compensation and compliance
An HR employee who typically report to an HR manager or director. They handle daily core HR functions, such as recruitment, employee relations, compensation and compliance
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Conducts in-depth research about occupations and job description. Focus on worker classification systems while studying the effects of industry and occupational trends upon worker relationships
Conducts in-depth research about occupations and job description. Focus on worker classification systems while studying the effects of industry and occupational trends upon worker relationships
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responsible for finding an hiring qualified candidates
responsible for finding an hiring qualified candidates
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The one sourcing and screening candidates that best fit organization's goals. They establish criteria, understand recruiting needs and finding the right candidates.
The one sourcing and screening candidates that best fit organization's goals. They establish criteria, understand recruiting needs and finding the right candidates.
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Specializes in planing, implementing, and evaluating training programs for employees
Specializes in planing, implementing, and evaluating training programs for employees
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Centralised HR units managing HR strategy and policy across the organization
Centralised HR units managing HR strategy and policy across the organization
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HR units integrated into specific departments to provide localized HR support
HR units integrated into specific departments to provide localized HR support
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An investigation being carried out to check potential employee's background, based on criteria such as education, criminal records, past work experiences. To verify if the information provided by the candidate is true or not
An investigation being carried out to check potential employee's background, based on criteria such as education, criminal records, past work experiences. To verify if the information provided by the candidate is true or not
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Comparing job roles and responsibilities within an organization or across different organizations to determine the relative value and pay structure for similar jobs in the job market.
Comparing job roles and responsibilities within an organization or across different organizations to determine the relative value and pay structure for similar jobs in the job market.
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Additional monetary rewards
Additional monetary rewards
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An in-depth descriptions (5 to 30 pages) of experiences of the organization Allows trainees to see the experiences of managers in a short period of time.
An in-depth descriptions (5 to 30 pages) of experiences of the organization Allows trainees to see the experiences of managers in a short period of time.
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Someone who performs tasks for an organization without being formally hired as permanent employee
Someone who performs tasks for an organization without being formally hired as permanent employee
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Defining the skill and knowledge requirements of a job. It is a collection of competencies that define the skills and abilities that enable successful job performance
Defining the skill and knowledge requirements of a job. It is a collection of competencies that define the skills and abilities that enable successful job performance
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A set of non-wage compensations provided to employees in addition to their regular wages or salaries.
A set of non-wage compensations provided to employees in addition to their regular wages or salaries.
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A formal approach to ensure that people with the proper qualifications and experiences are available when needed
A formal approach to ensure that people with the proper qualifications and experiences are available when needed
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Process of improving employee's existing competencies and skills and developing newer ones to support the organization's goals
Process of improving employee's existing competencies and skills and developing newer ones to support the organization's goals
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Level of commitment workers make to their employer, seen in their willingness to stay at the organization and to go beyond the call of duty
Level of commitment workers make to their employer, seen in their willingness to stay at the organization and to go beyond the call of duty
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A management structure where employees are grouped simultaneously by two different operational dimensions. Employees report to both a functional manager (based on expertise or specialization) and a project manager (based on specific project they are working on)
A management structure where employees are grouped simultaneously by two different operational dimensions. Employees report to both a functional manager (based on expertise or specialization) and a project manager (based on specific project they are working on)
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Process of introducing new hires to their jobs, co-workers, responsibilities, and workplace
Process of introducing new hires to their jobs, co-workers, responsibilities, and workplace
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Process of hiring new capitals through the references of the employees
Process of hiring new capitals through the references of the employees
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Process by which the organization chose individuals from a pool of job applicants to fill job vacancies. Identifying and hiring candidate who are most likely to succeed in the job and contribute effectively to the organization's goals
Process by which the organization chose individuals from a pool of job applicants to fill job vacancies. Identifying and hiring candidate who are most likely to succeed in the job and contribute effectively to the organization's goals
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Process of Assessing of applicants or current employees through various types of tests and assessment
Process of Assessing of applicants or current employees through various types of tests and assessment
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Firms that assist employers in finding suitable candidate for job openings
Firms that assist employers in finding suitable candidate for job openings
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A government entity, where the details of the job seekers are deposited and given to the employers to fill the vacant positions equal
A government entity, where the details of the job seekers are deposited and given to the employers to fill the vacant positions equal
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An organization that is responsible for the of federal laws that prohibit organizations from discriminating against employees
An organization that is responsible for the of federal laws that prohibit organizations from discriminating against employees
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Economic value of a worker's experience and skills. Includes assents like education, training intelligence, skills, health, loyalty and punctuality
Economic value of a worker's experience and skills. Includes assents like education, training intelligence, skills, health, loyalty and punctuality
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Continuous process of systematic planning to achieve optimum use of an organization's most valuable asset-quality employee. To avoid manpower shortage or surpluses
Continuous process of systematic planning to achieve optimum use of an organization's most valuable asset-quality employee. To avoid manpower shortage or surpluses
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Process of predicting how an organization staffing needs change with time. Ensures a company will have the right number of employees on staff.
Process of predicting how an organization staffing needs change with time. Ensures a company will have the right number of employees on staff.
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Involves coordinating, managing, and allocating human capital, or employees in ways that move an organization's goals forward. Focuses on investing in employees ensuring their safety, and managing all aspects of staffing from hiring to compensation and development
Induction
Involves coordinating, managing, and allocating human capital, or employees in ways that move an organization's goals forward. Focuses on investing in employees ensuring their safety, and managing all aspects of staffing from hiring to compensation and development Induction
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The process of receiving and welcoming of the employees, after they have been selected and providing them the required training needed to settle down adequately
Interviews
The process of receiving and welcoming of the employees, after they have been selected and providing them the required training needed to settle down adequately Interviews
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To determine the duties o the positions and the characteristics of the people to hire them.
To determine the duties o the positions and the characteristics of the people to hire them.
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Monetary and non-monetary benefits offered to employees in exchange for their work.
Monetary and non-monetary benefits offered to employees in exchange for their work.
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Broader environment o conditions in which a job is performed. Physical environment, organizational culture, relationship with coworkers and supervisors, tools and equipment used, and any other relevant contextual information.
Broader environment o conditions in which a job is performed. Physical environment, organizational culture, relationship with coworkers and supervisors, tools and equipment used, and any other relevant contextual information.
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written statement that outlines the duties, responsibilities, tasks, and requirements of a particular job. Includes job title, job summary, essential functions, qualification and reporting relationships.
written statement that outlines the duties, responsibilities, tasks, and requirements of a particular job. Includes job title, job summary, essential functions, qualification and reporting relationships.
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Expanding a job's scope by adding more tasks or responsibilities of a similar level of complexity to enhance satisfaction and skill development
Expanding a job's scope by adding more tasks or responsibilities of a similar level of complexity to enhance satisfaction and skill development
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Redesigning jobs to incorporate higher levels of responsibility, autonomy, decision-making authority, and complexity. To enhance intrinsic motivation and satisfaction to provide opportunity of growth, challenge and achievement with their current roles.
Redesigning jobs to incorporate higher levels of responsibility, autonomy, decision-making authority, and complexity. To enhance intrinsic motivation and satisfaction to provide opportunity of growth, challenge and achievement with their current roles.
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Practice of publishing and displaying advertisement of an open job to employees
Practice of publishing and displaying advertisement of an open job to employees
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Moving employees through a variety of positions within a organisation or department
Moving employees through a variety of positions within a organisation or department
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A statement that outlines the qualifications, skills, knowledge, abilities, and personal attributes required to perform a specific job effectively
A statement that outlines the qualifications, skills, knowledge, abilities, and personal attributes required to perform a specific job effectively
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The rules, regulations, and ethical standards that organizations must adhere to when recruiting and selecting employees to ensure fairness, equality and compliance
The rules, regulations, and ethical standards that organizations must adhere to when recruiting and selecting employees to ensure fairness, equality and compliance
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Giving undeserved high ratings to employee
Giving undeserved high ratings to employee
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Used to assess managerial potential or leadership qualities in individuals. Typically involves a series of simulations, exercises, and interviews designed to evaluate skills such as leadership, decision-making, communication, and problem-solving in a controlled setting
Used to assess managerial potential or leadership qualities in individuals. Typically involves a series of simulations, exercises, and interviews designed to evaluate skills such as leadership, decision-making, communication, and problem-solving in a controlled setting
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Act of hiring an external firm to handle part or all of your human resource needs instead of relying on a dedicated internal HR department or employee
Act of hiring an external firm to handle part or all of your human resource needs instead of relying on a dedicated internal HR department or employee
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Process of moving a new hire from applicant to employee status, ensuring that paperwork is done and orientation is completed
Process of moving a new hire from applicant to employee status, ensuring that paperwork is done and orientation is completed
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Temporary team, often consisting if people from different areas or function that works on real projects
Temporary team, often consisting if people from different areas or function that works on real projects
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Mechanism used to organize, motivate, and reward, employees for their contributions, efforts, achievements, and behaviour that align with organizational goals and values
Mechanism used to organize, motivate, and reward, employees for their contributions, efforts, achievements, and behaviour that align with organizational goals and values
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Process of identifying attracting, interviewing, selecting, hiring and on boarding employees
Process of identifying attracting, interviewing, selecting, hiring and on boarding employees
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Process of evaluating job applications scanning resumes, and selecting suitable candidates that match with the job description
Process of evaluating job applications scanning resumes, and selecting suitable candidates that match with the job description
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Structured databases or systems to catalog and manage information about skills, competencies,qualifications, ad experiences of their employees
Structured databases or systems to catalog and manage information about skills, competencies,qualifications, ad experiences of their employees
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Occurs when managers allow individual differences to affect the ratings they give
Occurs when managers allow individual differences to affect the ratings they give
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Being unduly critical of employee's work performance
Being unduly critical of employee's work performance
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The goal-oriented ad integrated process of planning, recruiting, managing and compensating employees
The goal-oriented ad integrated process of planning, recruiting, managing and compensating employees
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A systematic process to assess and evaluate the job performance of employee. Involves gathering and analyzing information about employees' performance, accomplishments, strengths, weaknesses, and area for improvement
A systematic process to assess and evaluate the job performance of employee. Involves gathering and analyzing information about employees' performance, accomplishments, strengths, weaknesses, and area for improvement
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Continuous process of setting objectives, assessing progress and providing feedback to employees
Continuous process of setting objectives, assessing progress and providing feedback to employees
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Advancement of the employee by evaluating their job performance. the process of sifting an employee from a lower position to a higher position with more responsibilities, remuneration, facilities and status
Advancement of the employee by evaluating their job performance. the process of sifting an employee from a lower position to a higher position with more responsibilities, remuneration, facilities and status
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Fixed amount of money paid to an employee for performing a job role over a specific period; monthly or annual basis
Fixed amount of money paid to an employee for performing a job role over a specific period; monthly or annual basis
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The process of hiring eligible candidates for specific positions
The process of hiring eligible candidates for specific positions
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Proactive process of identifying and developing potential future leaders or key employees within an organization to fill key roles when they become vacant. Primary goal is to ensure smooth transition of leadership and critical position minimising disruptions and maintaining stability
Proactive process of identifying and developing potential future leaders or key employees within an organization to fill key roles when they become vacant. Primary goal is to ensure smooth transition of leadership and critical position minimising disruptions and maintaining stability
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Process of teaching specific skills and knowledge to employees to improve their performance in current roles. Structured programs, workshops,, seminars, or on-the-job training aimed at developing technical, operational, or job specific competencies
Process of teaching specific skills and knowledge to employees to improve their performance in current roles. Structured programs, workshops,, seminars, or on-the-job training aimed at developing technical, operational, or job specific competencies
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Process of equipping employees with the knowledge, skills, and competencies required to perform their job affectively and to contribute to organizational success
Process of equipping employees with the knowledge, skills, and competencies required to perform their job affectively and to contribute to organizational success
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Process of interchanging from one job to another without any change in the designation and responsibilities. Shifting employees from one department to another or from one location to another depending upon the requirement of the position
Process of interchanging from one job to another without any change in the designation and responsibilities. Shifting employees from one department to another or from one location to another depending upon the requirement of the position
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Individual trained to take over the responsibilities of a specific position if the current job holder is unable to perform their duties (Due to illness, promotion, or vacation)
Individual trained to take over the responsibilities of a specific position if the current job holder is unable to perform their duties (Due to illness, promotion, or vacation)
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To assess how employees spend their time on various tasks
To assess how employees spend their time on various tasks
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Study Notes
Performance Appraisal Methods
- Multi-rater feedback incorporates opinions from managers, peers, subordinates, and customers.
- Comparative methods rank employees based on specific traits or performance criteria.
- Critical incident and traditional scales combine to assess behaviors against defined performance levels.
- Written records document extreme employee behaviors, focusing on notable actions rather than routine performance.
- Predefined percentage ratings categorize employees into various performance levels through forced distribution.
- Raters conduct relative ranking of employees’ overall performances among a group.
- Subordinates provide anonymous feedback to evaluate supervisors’ performance.
- Standard-based evaluation assesses employee performance against predetermined expectations.
Employee Testing and Assessment
- Evaluations measure candidates’ knowledge, skills, and job competencies.
- Psychological tests involve choosing appropriate actions in hypothetical scenarios to assess critical thinking.
- Personality assessments predict job suitability based on individual traits and characteristics.
- Comprehensive assessments provide insights into candidates' skills, competencies, and potential contributions to organizations.
- Structured interviews provide detailed examination of candidates' qualifications and motivations.
- Exit interviews gather insights on why employees leave the organization.
Recruitment and Selection Practices
- External recruitment informs students of job opportunities through educational institutions.
- Internal recruitment identifies job vacancies from the existing workforce within an organization.
- Job ratings can be skewed due to halo and horn effects, impacting performance evaluations.
- An HR employee’s duties include recruitment, employee relations, compliance, and compensation management.
- Job analysis compares roles and responsibilities to establish pay structures and job significance.
- Recruitment firms assist organizations in sourcing suitable candidates for job vacancies.
- Employment agencies help match job seekers with employers based on qualifications.
Organizational Structure and Development
- Centralized HR units devise and manage organization-wide HR strategies and policies.
- Decentralized HR provides localized support within specific departments.
- Investments in employee development ensure alignment with organizational goals and improve skills.
- Induction processes introduce new hires to workplace culture, responsibilities, and training requirements.
- Job redesign enhances roles by increasing responsibilities and decision-making authority to boost motivation.
- Career progression involves systematic assessments and evaluations guiding employee advancement.
Compensation and Benefits
- Compensation systems encompass both monetary and non-monetary rewards for employee contributions.
- Employee value includes skills, education, and loyalty impacting overall workforce stability.
- Non-wage benefits supplement regular compensation, enhancing job satisfaction.
- A defined recruitment process ensures effective selection of candidates matching organizational goals.
Leadership Development
- Succession planning identifies and cultivates potential leaders, ensuring transition readiness for critical roles.
- Training methods include on-the-job training (OJT) and structured programs aimed at skill enhancement.
- Regular performance assessment facilitates ongoing feedback and development for employees.
Performance Management Systems
- Goal-oriented processes integrate planning, recruiting, and managing employee performance and compensation.
- Structured feedback mechanisms enable continuous performance evaluation and development of employees.
- Manpower planning anticipates future staffing needs, aligning workforce capabilities with organizational objectives.
Miscellaneous
- Job rotation enhances employee adaptability and flexibility within various job functions.
- Temporary project teams consist of members from diverse functions focused on real-time projects.
- A brief document outlines job responsibilities, requirements, and qualifications essential for performance expectations.
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CHRA Definition of Terms Reviewer
