Motivation, including recognition and career ambition 

Supportive work environment with clear roles and leadership 

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

Formal education and academic qualifications

Workforce planning and HR analytics became critical decision-making tools 

HR departments focused only on legal compliance and payroll administration

HR eliminated traditional employee training in favor of fully automated onboarding

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

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

By verbal resignation, which is always legally sufficient 

By immediate dismissal in case of serious misconduct 

By mutual agreement between employer and employee 

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

It provides concrete examples that can support performance feedback 

It uses fixed rating scales with behavioral anchors

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

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

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

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

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

No predetermined questions

Focus on consistency and comparison 

Questions asked in the same order 

Entirely spontaneous discussion

It allows managers to monitor employees' daily breaks and rest periods 

It helps set clear performance expectations for employee evaluations 

It supports effective task assignment and workforce planning 

It replaces the need to involve employees in defining their own roles