If you had to do just one thing in #humanresources , do #performancemanagement well. PMS sets the culture of the organization.
An extremely senior HR leader who is also an investor & Board member had told me this. As I work with young organizations...
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A CEO would want to know the overall employee engagement score and key drivers impacting the scores.
An HR Head would track cohort wise scores, and impact of each engagement driver.
A lead of Employee Engagement Survey would plan, monitor & drive...
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Implementing a new #performanceevaluation process in your organization? Include these 5 steps to make it fair & motivating for your employees:
1) Explain how the targets for the year have been decided.
2) Define what the employees will get on achievement...
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Employees of your #workplace should not have the need to come to you for their appointment letters, salary slips, reimbursement process etc. Achieving that seamless process would be your biggest win as #hroperations professional.
Employees of your workplace...
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Are you running the dreaded & boring annual #goalsetting exercise in your organization right now? Elevate your role from just being a dashboard maker.
As #humanresources , what most of us end up doing during the crucial #performancemanagement step...
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One of the most neglected departments in #goalsetting exercise is the #humanresources . The custodians of the process take their goal sheets for granted and usually tend to make them on the last date.
As a result of which, their goal sheets look similar...
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Number 1:
Under each area of work that you do, write down all action words that you’re responsible for. Some action words (verbs) that are commonly used in SMART goal sheets are Design, Define, Implement, Execute, Manage, Plan etc. Then strike out...
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As the custodian of Performance Management process of her organization, a COE always kept extra vigilant during the annual #goalsetting exercise. Whenever, she would watch out for signals or conversations where the employee:
– Expresses displeasure...
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1) Write down your acquired skills & experiences: Across all the roles you’ve done till now, what skills & experiences have you gained?
2) Write down the roles that are aspirational: What roles in your current organization would you genuinely...
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