Learn, Grow, Achieve!
Introduction Human resources represent the most valuable asset of an organization, and their effective maintenance is crucial for both individual and organizational performance. Maintenance refers to the processes that ensure
Introduction Managerial selection plays a pivotal role in determining an organization’s long-term success. Managers influence productivity, employee engagement, and organizational culture. Consequently, selecting individuals with the right mix of skills,
Introduction Selection methods are the tools and techniques organizations use to identify candidates who best fit the job requirements and organizational culture. The aim is to maximize predictive validity—the extent
Introduction Strategic workforce planning is a forward-looking, evidence-based process that ensures an organization has the right people, with the right skills, in the right places, at the right time, and
Introduction Competency mapping is the systematic identification of knowledge, skills, abilities, and other characteristics (KSAOs) required to perform effectively in a specific role or function. It enables alignment between individual
Introduction Job evaluation is a systematic and formal process used by organizations to determine the relative worth of jobs within an enterprise. It establishes the foundation for equitable wage and
Job Analysis From a theoretical standpoint, job analysis is rooted in the principles of organizational psychology and human capital theory. It provides a structured method for identifying the knowledge, skills,
Introduction Personnel psychology, a subfield of industrial-organizational psychology, plays a critical role in optimizing human capital within organizations. Traditionally, it has focused on areas such as recruitment, selection, training, performance
Introduction Personnel psychology, a critical subfield of industrial-organizational (I-O) psychology, is primarily concerned with human behavior in the workplace, focusing on individual differences, employee selection, training, performance, and well-being. As
Vroom’s Expectancy (VIE) Theory of Motivation, was proposed by Victor Vroom, a professor at Yale University of Management in his book “Work and Motivation” in 1964. Also known as valence-instrumentality-expectancy