Performance Appraisal: The process of evaluating employee performance against predefined criteria.

360-Degree Feedback: A method of performance review where an employee’s performance is assessed by their supervisor, peers, subordinates, and sometimes, clients.

Key Performance Indicators (KPIs): Quantifiable measures used to evaluate the success of an employee in meeting objectives for performance.

Goal Setting: The process of establishing objectives to guide employee performance.

Self-Assessment: Employees evaluating their own performance based on set criteria.

Performance Improvement Plan (PIP): A tool to give employees with performance deficiencies the opportunity to succeed.

Competency Framework: A structured system to define and measure employees’ skills, behaviors, and attributes.

Career Development Plan: A detailed plan including an employee’s professional goals and the actions they need to take to achieve them.

Succession Planning: Identifying and developing future leaders in the company, at all levels.

Employee Engagement: The emotional commitment the employee has to the organization and its goals.

Coaching and Mentoring: Guidance provided by a senior employee to help in the professional development of a junior employee.

Performance Metrics: Standards or measurements used to assess the effectiveness and efficiency of employee performance.

Behavioral Assessment: Evaluation of the behavior of employees and its impact on performance.

Balanced Scorecard: A strategy management tool used to monitor the performance of employees and organizations.

Training and Development: Programs to enhance the knowledge and skills of employees.

Feedback Culture: A work culture that encourages the giving and receiving of feedback among all members of the organization.

Annual Review: A yearly meeting between an employee and manager to discuss the employee’s performance.

Job Analysis: The process of determining and documenting the duties, responsibilities, and specifications of a job.

Employee Recognition: Acknowledging or rewarding the achievements and contributions of employees.

Performance Rating Scale: A tool used to assess employees’ performance on a scale, typically ranging from poor to excellent.

Continuous Performance Management: An ongoing process of communication and feedback between a supervisor and an employee.

Talent Management: The process of identifying, developing, and retaining talented employees.

Performance-Based Incentives: Financial rewards given to employees based on their work performance.

Peer Review: Performance assessment conducted by colleagues at the same level in the organization.

Management by Objectives (MBO): A management model aiming to improve the performance of an organization by clearly defining objectives.

Constructive Feedback: Providing actionable, specific feedback to help employees improve their performance.

Workforce Analytics: The use of data analysis and modeling to understand, improve, and optimize the workforce.

Employee Productivity: The measure of an employee’s efficiency in their job role.

Skill Gap Analysis: The process of identifying the skills that an employee needs to improve.

Employee Burnout: A state of physical, emotional, and mental exhaustion caused by excessive and prolonged stress in the workplace.

Performance Counselling: A process that provides employees with advice on how to improve work performance.

Job Satisfaction: The level of contentment employees feel about their work, which can affect their performance.

Organizational Development: A planned, systematic approach to improving the effectiveness of a company.

Employee Turnover: The rate at which employees leave a workforce and are replaced.

Performance Benchmarking: Comparing the performance of one’s company to that of other companies in the same industry.