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The Peter principle states that people in a hierarchy tend to rise to their level of incompetence, based on their skills in previous jobs. The principle was developed by Laurence J. Peter and Raymond Hull in their 1969 book The Peter Principle, which was a satire but also a serious critique of hierarchical organizations.
Merit pay is performance-related pay for workers, often in education or government. Learn about its origins, theories, programs and effects on student achievement and teacher retention.
Competence is the set of demonstrable characteristics and skills that enable and improve the efficiency or performance of a job. Learn about the different definitions, meanings, and uses of competence in human resource management, as well as the history and evolution of the term.
KSA is a framework for evaluating job applicants based on their knowledge, skills, and abilities. It is used by some federal agencies in the US, but was phased out in 2009 by the Office of Personnel Management.
For example, sales might slump due to economic conditions, changes in customer preferences, production bottlenecks, etc. In these conditions, employee performance can be adequate, yet sales can remain low. The first is performance and the second is the effectiveness of that performance.
A performance appraisal is a systematic process of evaluating an employee's job performance and productivity in relation to organizational objectives. Learn about the main features, methods, applications, benefits, and drawbacks of performance appraisals.
Learn about the concept, history, characteristics, and benefits of high performance organizations (HPOs), which are flexible, customer-focused, and team-based. HPOs are an alternative model to the bureaucratic model known as Taylorism.
Learn about the psychological states involved in the process of progressing from incompetence to competence in a skill. The four stages are unconscious incompetence, conscious incompetence, conscious competence and unconscious competence.