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Improving employee engagement and experience are an imperative in today’s workplaces, as employee engagement holds the key to business performance itself. There are many metrics which throw a light on the level of employee engagement, and it helps to track them to stay on track. * The level of absenteeism
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360 degree feedback provides a strong foundation for performance appraisals. Here is how you can set up 360 degree feedback for performance appraisals * Inform all stakeholders the purpose and benefit of using 360 degree feedback for performance appraisals. * The subjects should have spent at least 6 months in the organisation.
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Objectives and Key Results are a simple and powerful management tool, which is credited with being the underlying reason for the success of firms like Google Inc. * In the chaotic environment of a growing startup, OKRs help them prioritize & execute right and deliver growth without losing their focus. * To
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Many advantages accrue to an organization when it adopts an OKR-based, modern performance management system * Chuck the legacy, annual performance management system to reap the benefits of this modern system which allows for continuous feedback based frequent performance review system. * OKRs provides absolute clarity on what needs to be prioritized
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Organizations enjoy undeniable benefits when they adopt a 360-degree performance appraisal and feedback system as it helps improve the performance of everyone in the organization, by delivering the following benefits: * Encourages honest feedback in a more acceptable fashion to encourage personal development. * Provides a high level of clarity to everyone
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Disclaimer: The views and opinions expressed in this article are those of the authors and do not necessarily reflect the official policy or position of his organization. Mr. P. Ratan Swami studied at IIT, Bombay, and then at IIM Bangalore where he majored in finance and strategy. After his graduation,
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Disclaimer: The views and opinions expressed in this article are those of the authors and do not necessarily reflect the official policy or position of his organization. Mr. P. Ratan Swami studied at IIT, Bombay, and then at IIM Bangalore where he majored in finance and strategy. After his graduation,
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Gone are those days when Rewards and Recognition was considered a nice to have component of an organisations HR strategy. Today it has emerged as a critical tool for enabling global organizations to enhance engagement, increase motivation, improve performance and drive organizational culture. However, to make this happen, it has
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To be able to deliver on these priorities, a recent report from Gartner looks at the priorities of HR leaders today. They believe that there’s a need to leverage technology to manage the employee processes and experience, prioritizing the following: 1. Building Critical Skills and Competencies for the Organization
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Q - This is an interesting approach to handle talent management and work to help people grow within the organization. If you look at the start-up companies which are looking to grow, what do you think are the critical points they need to be aware of when planning their talent
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Q - My question is- what parameters would you use to justify investment in an HR tool? What parameters do you use to evaluate that are at the top of your mind? It's typically difficult to quantify the benefits. That's a challenge most people face. My
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Startups need a coherent human resource management policy to ensure their success, and to scale up while dealing with challenges. What should one keep in mind when setting a scale-up strategy for a startup, especially with reference to their HR practices? Their strategy needs to focus on the following: * Create