The Growing Popularity of Flex Work and HR Strategies to Deal with It
What is Flex Work and Some Trends Which Indicate its Popularity Flexible Working or Flex Work is defined as any working arrangement that involves remote work, telecommuting, part time and freelancing, and other forms of flexible working arrangements. As the name implies, any sort of adaptable and flexible working arrangement between the employees and the […]
What is Knowledge Management ? – Practice of KM and Strategies of KM
What is Knowledge Management ? Knowledge management is the systematic capture of insights and experiences to enable an organization to identify, create, represent, and distribute knowledge. The insights and the experiences of individuals in the organization comprise the knowledge that is created in the organization and is embedded in the form of practices and processes. […]
Using Social Media for Employer Brand Promotion and Talent Attraction
Until a few years ago, most talent acquisition experts had declared social media as not-so useful for promoting their employer brand and attracting talent. They continued to deploy more traditional channels to create and widen the talent pool for their organizations. And they also kept whining about the increasing talent gap. While social media has […]
What to do if You are Laid Off from Your Job
In these tough economic times, layoffs have become common in the United States and in Europe and the trend is spreading to all over the world. Therefore, the chances of being laid off from your job are increasing and hence, there a few things to do if you are laid off from your job. First […]
Job Classification – Meaning, its Need and Importance
Job classification is a scheme of classifying a job according to the current responsibilities and duties associated with the job. It is different than job design in that the person assigned to the job is not taken into consideration. Jobs are classified with the purpose of studying jobs in a holistic perspective. Job classifications group’s […]
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
