SHRM 1
Performance management tool that depicts an organization’s overall performance, as measured against goals, lagging indicators, and leading indicators.
Balanced scorecard
Process that involves a systematic survey and interpretation of relevant data to identify external opportunities and threats and to assess how these factors affect the organization currently and how they are likely to affect the organization in the future.
Environmental scanning
Quantifiable measures of performance used to gauge progress toward strategic objectives or agreed standards of performance
Key performance indicators (KPIs)
Type of metric describing an activity or change in performance that has already occurred.
Lagging indicator
Concise outline of an organization’s strategy, specifying the activities the organization intends to pursue and the course its management has charted for the future.
Mission statement
Scanning process that searches for environmental forces in political, economic, social, technological, legal, and environmental categories.
PESTLE analysis
Process of setting goals and designing a path toward a competitive position.
Strategic planning
Process for understanding how seemingly independent units within a larger entity interact with and influence one another.
Systems thinking
Clusters of highly interrelated attributes, including knowledge, skills, and abilities (KSAs), that give rise to the behaviors needed to perform a given job effectively
Competencies
Employees’ perceived value of the total rewards and tangible and intangible benefits they receive from the organization as part of employment, which drives unique and compelling organizational strategies for talent acquisition, retention, and engagement.
Employee value proposition (EVP)
Process of positioning an organization as an “employer of choice” in the labor market.
Employment branding
Process of systematically studying a job in order to identify the activities/tasks and responsibilities it includes, the personal qualifications necessary to perform it, and the conditions under which it is performed.
Job analysis
Written statements of the minimum qualifications for the job incumbent.
Job specifications
Modifying a job application process, a work environment, or the circumstances under which a job is performed to enable a qualified individual with a disability to be considered for the job and perform its essential functions.
Reasonable accommodation
Employees’ emotional commitment to an organization, demonstrated by their willingness to put in discretionary effort to promote the organization’s effective functioning.
Employee engagement
Activities associated with an employee’s tenure in an organization.
Employee life cycle (ELC)
Tools, activities, and processes that an organization uses to manage, maintain, and/or improve the job performance of employees.
Performance management
Behaviors and results as defined by an organization to communicate the expectations of management.
Performance standards
Tool used to provide a job applicant with honest, complete information about a job and the work environmen
Realistic job preview (RJP)
Structured conversations with employees for the purpose of determining which aspects of a job encourage employee retention or may be improved to do so.
Stay interviews
Physical, psychological, and social aspects of employee health.
Well-being
Ability of an organization to keep its employees.
Retention
Process of measuring and evaluating an employee’s adherence to performance standards and providing feedback to the employee.
Performance appraisal
Process by which an organization generates a pool of qualified job applicants.
Sourcing
Number of people on an organization’s payroll at a particular moment in time.
Head count