Definition of Terms

It is a popular performance appraisal method that involves evaluation input from multiple levels within the firm as well as external sources. In this method, people all around the rated employee may provide ratings, including senior managers, the employee himself or herself, supervisors, subordinates, peers, team members, and internal or external customers

Achievement testing refers to assessments designed to measure an individual's knowledge, skills, or competencies in specific areas that are relevant to their job performance.

Advanced interviewing refers to a strategic approach used by organizations to thoroughly assess candidates for employment beyond the traditional interview process. This method aims to gather comprehensive insights into candidates' skills, competencies, experiences, and potential contributions to the organization.

Alternate ranking is the performance appraisal method for employees where assessor selects the best and worst employees based on certain trait/criterion and ranks them accordingly.

Also known as a personality assessment or personality inventory, this test is used to evaluate the personality traits, characteristics, and preferences of job applicants. It aims to predict how well an individual might fit into a specific role or organizational culture based on their personality profile.

A formal discussion process between an employee and his/her manager regarding performance and other aspects of job role. In this interview, the employer and the employee discuss the performances of the individual and the key areas of improvement and how the employee can grow through a feedback mechanism.

A formalized program combining on-the-job training (OJT) with classroom instruction. It is typically used in skilled trades and professions, where apprentices (learners) work under the guidance of experienced mentors or journeymen to develop practical skills and theoretical knowledge necessary for the job.

It is a part of the hiring process in which an investigation is carried out to check a potential employee’s background, based on criteria such as education, criminal records, past work experiences, etc. This verification is done because organizations often need to confirm if the information provided by the candidate is true or not.

A performance appraisal method that combines elements of the traditional rating scales and critical incident methods; various performance levels are shown along a scale with each described in terms of an employee’s specific job behavior.

It involves 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. It helps in establishing competitive compensation and benefits packages.