Format of a Payslip: All You Need to Know
Introduction All of us work for monetary and non-monetary benefits and there is no denying the fact that the former is more important for many (if not all) than the latter. Therefore, employees in organizations need to understand the components of the Payslip as this determines how much they are earning (gross and net) as […]
Why Professionals and Students Must Invest in Specialized Skills
The Second Machine Age and its Implications for Manufacturing and Services Many Asian countries benefited from outsourcing of manufacturing and IT (Information Technology) services from the West. Prominent among these beneficiaries are China, which became the workshop of the world and India, which became the back office of the world. Indeed, this wave of outsourcing […]
Using Social Media Profiles of Job Applicants for Hiring Decisions
The Advantages of using Information about Job Applicants from Facebook Profiles In recent years, there has been a noticeable trend among HR professionals to check the information supplied by a job applicant by comparing it with the information available on his or her Social Networking Websites or SNWs profile. While this trend first become apparent […]
Key Players in enhancing Employee Engagement
Most companies think that it is their performance management system and appraisal and reward strategies that enhance the levels of employee engagement. True but partially! Most companies do not realize that human interaction is perhaps one of the most important elements in keeping the employees geared up to perform their best and enhance their competency […]
Understanding Employee Engagement – Definition and its Origin
Organizations have come to realize that in today’s constantly changing business scenario, the most valuable resource that needs to be leveraged is human resource. This means not just attracting the creme-de-la-creme and retaining them but keeping them motivated and committed to achieving the organization goals. Though Employee Engagement (EE) as a business buzzword has generated […]
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. |
Your email address will not be published. Required fields are marked *
Why Making CSR Outcomes Part of Performance Appraisals Helps Organizations
February 12, 2025
