Why Making CSR Outcomes Part of Performance Appraisals Helps Organizations
February 12, 2025
If you ask me for the guidelines for talent management, my response would be the following: Developing employees. Redeploying employees. Retaining the best talent. Yes, the prime focus of talent management is enabling and developing people, since the quality of an organization is determined by the people it employs and has onboard. After hiring and […]
Managers need to know their employees for them to feel valued and indispensable for the organization. Even the best of salaries and facilities would not help you retain your employees, if you do not appreciate and acknowledge their hard work. You need to know your employees’ well – their capabilities, skill sets, expertise and also […]
The ultimate objective of management graduates is to land their dream job and to start a highflying corporate career. The placement interviews are thus the doorway to opportunity and hence, management graduates must put in all their efforts in making it a success. This means that the preparation for the placement interviews must start well […]
Review of performance once or twice in a year provides an objective or a sense of focus on the key performance or development issues. Performance review meetings form the basis for enabling both the managers and the individuals to positively explore ways for improving the performance in the near future and to identify solutions for […]
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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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