Performance Management

Process of evaluating and improving individual and team performance to achieve organizational goals
Key components:
- Goal setting: Establishing specific, measurable, achievable, relevant, and time-bound (SMART) goals
- Performance appraisal: Regular evaluation of employee performance against goals and standards
- Feedback: Providing constructive feedback to improve performance
- Development planning: Identifying training and development needs to improve performance
Performance management systems:
- 360-degree feedback: Feedback from multiple sources, including supervisors, peers, and subordinates
- Balanced scorecard: Evaluating performance across multiple dimensions, including financial, customer, internal processes, and learning and growth

Process of improving employee knowledge, skills, and attitudes to achieve organizational goals
Types of training:
- On-the-job training: Learning through hands-on experience
- Off-the-job training: Learning through courses, workshops, and conferences
- Classroom training: Learning through instructor-led training sessions
- Online training: Learning through digital platforms and resources
Training needs analysis:
- Identifying training needs through gap analysis, performance appraisal, and feedback
- Prioritizing training needs based on organizational goals and objectives

Process of choosing the best candidate for a job vacancy from a pool of applicants
Selection methods:
- Interviews: Assessing candidate skills, knowledge, and fit through verbal interactions
- Psychometric tests: Assessing candidate personality, abilities, and attitudes through standardized tests
- Assessment centers: Evaluating candidate skills and behaviors through simulated work scenarios
- Reference checks: Verifying candidate work history and achievements
Selection criteria:
- Job requirements: Matching candidate skills and experience with job requirements
- Organizational fit: Assessing candidate values and culture alignment

Process of attracting and selecting candidates for job vacancies
Recruitment strategies:
- Internal recruitment: Filling job vacancies through internal promotions and transfers
- External recruitment: Filling job vacancies through external advertising and recruitment agencies
- Employee referrals: Filling job vacancies through employee referrals and word-of-mouth
- Social media recruitment: Filling job vacancies through social media platforms and job boards
Recruitment sources:
- Job boards: Advertising job vacancies through online job boards and platforms
- Social media: Advertising job vacancies through social media platforms
- Employee referrals: Advertising job vacancies through employee referrals and word-of-mouth

Process of managing the employment relationship between employees and the organization
Employee relations strategies:
- Communication: Maintaining open and transparent communication with employees
- Employee engagement: Fostering a positive and productive work environment
- Conflict resolution: Managing and resolving workplace conflicts and disputes
- Employee participation: Encouraging employee participation and involvement in decision-making
Employee relations benefits:
- Improved employee satisfaction and morale
- Increased employee retention and reduced turnover
- Enhanced organizational reputation and employer brand
- Better employee-employer relationships and conflict resolution

Evaluates and improves individual and team performance to achieve organizational goals
Key components: goal setting, performance appraisal, feedback, and development planning
Goal setting: establishing specific, measurable, achievable, relevant, and time-bound (SMART) goals
Performance appraisal: regular evaluation of employee performance against goals and standards
Feedback: providing constructive feedback to improve performance
Development planning: identifying training and development needs to improve performance
Performance management systems: 360-degree feedback and balanced scorecard

Improves employee knowledge, skills, and attitudes to achieve organizational goals
Types of training: on-the-job, off-the-job, classroom, and online training
Training needs analysis: identifying training needs through gap analysis, performance appraisal, and feedback
Prioritizing training needs based on organizational goals and objectives

Chooses the best candidate for a job vacancy from a pool of applicants
Selection methods: interviews, psychometric tests, assessment centers, and reference checks
Selection criteria: job requirements and organizational fit
Job requirements: matching candidate skills and experience with job requirements
Organizational fit: assessing candidate values and culture alignment

Attracts and selects candidates for job vacancies
Recruitment strategies: internal recruitment, external recruitment, employee referrals, and social media recruitment
Recruitment sources: job boards, social media, and employee referrals
Internal recruitment: filling job vacancies through internal promotions and transfers
External recruitment: filling job vacancies through external advertising and recruitment agencies

Manages the employment relationship between employees and the organization
Employee relations strategies: communication, employee engagement, conflict resolution, and employee participation
Communication: maintaining open and transparent communication with employees
Employee engagement: fostering a positive and productive work environment
Conflict resolution: managing and resolving workplace conflicts and disputes
Employee participation: encouraging employee participation and involvement in decision-making
Employee relations benefits: improved employee satisfaction and morale, increased employee retention, enhanced organizational reputation, and better employee-employer relationships and conflict resolution