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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 ...
In education, ipsative assessment is the practice of assessing present performance against the prior performance of the person being assessed. One place where this might be implemented is in reference to tests used with K-12 students in the United States , where value-added modeling of teacher performance is currently popular.
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).
Performance measurement is the process of collecting, analyzing and/or reporting information regarding the performance of an individual, group, organization, system or component. [dubious – discuss] [1] Definitions of performance measurement tend to be predicated upon an assumption about why the performance is being measured. [2]
Behavioral competencies: Individual performance competencies are more specific than organizational competencies and capabilities. As such, it is important that they be defined in a measurable behavioral context in order to validate applicability and the degree of expertise (e.g. development of talent)
Human performance technology (HPT), also known as human performance improvement (HPI), or human performance assessment (HPA), is a field of study related to process improvement methodologies such as organization development, motivation, instructional technology, human factors, learning, performance support systems, knowledge management, and training.
Job performance, studied academically as part of industrial and organizational psychology, also forms a part of human resources management. Performance is an important criterion for organizational outcomes and success. John P. Campbell describes job performance as an individual-level variable, or something a single person does.
An individual's performance on the test is compared to a criterion. Test-takers are not compared to each other. A passing score, i.e., the criterion performance, is established by the teacher or an educational institution. Criterion-referenced tests are part and parcel of mastery based education.