A performance domain is a construct of all the essential
behaviors that should be exhibited by someone on specific job to achieve the goals set by the organization.
[Binning, J.F., & Barrett, G.V. (1989). Validity of personnel decisions: A conceptual analysis of the inferential and evidential bases. Journal of Applied Psychology, 74, 474-494.]
It is determined by the judgments of the
decision-makers of the organization after they have conducted a thorough
job analysis. It may be thought of as a
blueprint, outlining the ideal behaviors that an employee should exhibit on the job. Because the performance domain is
subjectively
Subjectivity in a philosophical context has to do with a lack of objective reality. Subjectivity has been given various and ambiguous definitions by differing sources as it is not often the focal point of philosophical discourse.Bykova, Marina F ...
determined, it varies between similar jobs, depending on the goals of the organization.
A performance domain can be constructed to outline all the behaviors and outcomes on a job or only a subset of behaviors and outcomes. Organizations’ analysts can draw from the performance domain to infer personal characteristics that will lead to the essential behaviors and valued outcomes.
References
Human resource management
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