HRM & OB 1

• Mentoring supports leader development, builds confidence, provides feedback.
• Especially important in succession planning and for developing emerging leaders.
• Helps transfer tacit knowledge and organizational values.

• Use personality and ability assessments (e.g. Big Five, EI).
• Provide leadership training, coaching, 360° feedback.
• Assign challenging tasks and mentoring to grow leadership capacity.
• Foster a leadership pipeline through career development programs.

• Performance Management (PM) is a continuous, goal-oriented process that aligns individual and team performance with organizational goals. It includes goal setting, feedback, coaching, evaluation, and development.
• Personnel Appraisal (or performance appraisal) is a component of PM — a formal process used to evaluate and document an employee’s performance, often annually.

1. Strategic Alignment – Ensuring individual goals contribute to organizational success.
2. Motivation & Development – Providing feedback and opportunities for employee growth.
3. Administrative Use – Supporting decisions on promotions, rewards, or terminations.

SMART objectives define effective goals:

• Specific – Clearly defined and focused
• Measurable – Quantifiable, trackable
• Attractive – Meaningful and motivating to the employee
• Reachable – Realistic and achievable
• Time-related – Set within a timeframe

Example: “Increase customer satisfaction score from 82% to 88% by December.”