# Performance domain

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{{Short description|Behaviors conducive to an organization's goals}}
A '''performance domain''' is a construct of all the essential [behaviors](/source/Behavior) that should be exhibited by someone on a specific job to achieve the goals set by the organization.<ref>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.</ref>

It is determined by the judgments of the [decision-makers](/source/Decision-making) of the organization after they have conducted a thorough [job analysis](/source/job_analysis). It may be thought of as a [blueprint](/source/blueprint), outlining the ideal behaviors that an employee should exhibit on the job. Because the performance domain is [subjectively](/source/Subjectivity) 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==
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Category:Human resource management

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