Formal education and academic qualifications

Motivation, including recognition and career ambition 

Job-relevant skills such as problem-solving and technical ability 

Supportive work environment with clear roles and leadership 

HR eliminated traditional employee training in favor of fully automated onboarding

HR departments focused only on legal compliance and payroll administration

Workforce planning and HR analytics became critical decision-making tools 

HRM transitioned into a business partner role, aligning HR with company strategy 

By immediate dismissal in case of serious misconduct 

By verbal resignation, which is always legally sufficient 

By providing notice with a notice period, either by the employer or the employee 

By mutual agreement between employer and employee 

It uses fixed rating scales with behavioral anchors

It involves keeping a record of specific positive and negative work behaviors over time 

It focuses on comparing employees to one another based on observed traits

It provides concrete examples that can support performance feedback 

Limited talent pool, as the company is restricted to its current workforce, which may not always have the required skills.

Faster hiring process, as candidates are already familiar with the company culture and processes, reducing onboarding time. 

Lower hiring costs, as internal recruitment typically involves less advertising and recruitment agency fees. 

Employee motivation through career advancement opportunities, fostering loyalty and engagement among current employees.