Tips for Professionals on Making Smart Career Moves during your Working Life
Determining Whether you want to be a Big Fish in a Small Pond or Small Fish in a Big Pond Whether you are a fresher or an aspiring professional, or you have established yourself in your career, or are beginning to find your feet in your job, there are some ways in which you can […]
Innovation According to Peter Drucker
Innovation according to Peter Drucker Innovation is the buzzword among many companies operating internationally as well as in the domestic economy. Increasingly, the ability of an organization to innovate is being seen as a source of competitive advantage. The well known management expert, Peter Drucker throws light on the “sources of innovation” as well as […]
Building an Employer Brand
Organizations, today, are working towards talent optimization. They have come to realize that creating a standout employer brand is essential to have ‘people advantage’. Talent and marketing are the new sides of a branding coin. It has become essential for organizations to position themselves in an attractive way and communicate the company identity and work […]
The Two Legs of Work Life Strategy
Most of the organizations adopt a systems approach towards maintaining work-life balance. The systems approach primarily lay too much of stress on procedures, policies of the organization and benefits for addressing the issues related with work and life balance. But the system’s approach has its own limitations, as it ignores several important criticalities since work-life […]
Role of Managers in Employee Development
Employee development activities refer to steps taken by an organization in order to encourage employees to constantly enhance their skills with time and upgrade their existing knowledge. Knowledge upgradation is essential to cope with the changing times and unforeseen circumstances. You just cannot apply the same skills everywhere. One needs to keep himself/herself abreast with […]
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
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