Employer Branding in Emerging Markets
A lot has been found and discussed about how the world’s best companies to work for build strong employer brands and attract great talent in the developed markets. We have talked endlessly about how these companies make themselves so appealing that people from across the world, irrespective of their diverse backgrounds, cultures and preferences. However, […]
Global Human Resource Management – Meaning and Objectives
With the advent of globalization, organizations – big or small have ceased to be local, they have become global! This has increased the workforce diversity and cultural sensitivities have emerged like never before. All this led to the development of Global Human Resource Management. Even those organizations who consider themselves immune to transactions across geographical […]
Strategies for Professionals on how to Deal with Gloomy Economic Conditions
How to deal with Paltry Hikes and Bonuses The gloomy economic conditions prevalent in the West and most parts of the world call for some specific strategies from professionals who need to deal with them. To start with, it is a fact that working professionals have not seen salary hikes and bonuses for the last […]
Role of Communication in Increasing Work Efficiency
Communication plays an essential role in increasing efficiency of employees. Employees need to interact with each other more often to break the ice and feel comfortable at the workplace. Problems arise when information does not flow in its desired form. Effective communication facilitates free flow of information among employees and reduces misunderstandings and confusions. Effective […]
Role of HR Consulting in Talent Acquisition and Management
In today’s scenario, talent acquisition and management has emerged as a key strategic process in an organization. Though there is a better availability of workforce in the market than ever before, yet the challenge to acquire the right talent still persists for any organization, worldwide. This is essential to achieve the strategic objectives and ensure […]
It is essential that an organization should be prepared for 360 Degree feedback. Not only the organization, but also the candidate (the employee) should be prepared for accepting it. Following are the essentials of an organization’s preparedness for the 360 degree approach-
 | The top level management must be keen to spend their time and efforts in giving feedback to their subordinates. |
| Status and ego issues shouldn’t overwhelm in the organization. |
| The subordinates and the peer both should assess and analyze the top-level managers and the top- level management should be open to accept their feedback. |
| Everyone in the organization should take the feedback considerately and constructively and utilize it for their development. |
| Ethics and moral values should be predominant in the organization. |
| The organization should encourage teamwork. |
| There should be self- learning in the organization, especially for the managers. |
| The personnel department of the organization should be highly credible. |
| There should be no politics in the organization. |
| Everyone in the organization should take the feedback seriously and should make an attempt to benefit from the same. |
| It must be ensured that the feedback is confidential. |
Following are the essentials of analyzing the candidate’s (employee’s) preparedness for the 360 degree approach-
| The employee should have an intention to be better. |
| The employee should be open to accept the feedback and should respect the views of others. |
| The employee should have a competitive feeling. |
| The employee should be keen in knowing the viewpoints of others towards him. |
| The employee should always learn on the job. |
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Why Making CSR Outcomes Part of Performance Appraisals Helps Organizations
February 12, 2025
