Topics: Interview Tips and Techniques, Employee Assessment, employee promotion, Phương Pháp Học Tập, Training and Development in Business, Effective Hiring, Employee Retention, 360 Degree Feedback, job fit
There is no one way to increase employee engagement, but most HR professionals would agree that creating a healthy company culture is a good place to start. Employees at Google, SAS and Boston Consulting Group would also agree. All three companies topped this year’s “100 Best Companies to Work For” list. Each company can teach us a lesson about the influence of a strong company culture on employee engagement.
You have concerns about something at work. Who would you be more inclined to speak to about it, your supervisor, manager, vice-president or CEO?
The topic of giving feedback can be quite a sensitive one, as the issue may be about how your boss is conducting himself. No one likes to tell the person that pays their salary that they are doing something wrong. However, a true leader and fair boss will appreciate your feedback considering it is fair and true.
Not all people in leadership positions are effective leaders, but they can be developed into excellent leaders. Extraordinary leaders are not born or created over night. Some may say that Richard Branson has a certain ‘Je ne sais quoi’ about him, that Steve Jobs grasped the attention of everyone when he presented to an audience, or that Jeff Bezos is the most upbeat CEO of our time. But what really makes a great leader in big and small organizations today?
On October 14th, Profiles took part in the HR Day 2012 – the hugest HR event in Vietnam. HR Day is an annual event for entrepreneurs and HR community, taking place at Hanoi and Ho Chi Minh City. This year, HR Day 2012 themed on “Quality of Vietnamese Business Leaders” appears to be a hot and attractive topic, regarding the gloomy economic situation and shortages of talented managers and leaders.
The secret to delegating effectively lies in four components, each of which must be fulfilled to have successful outcomes. For today's leader, learning to delegate is crucial to expanding your reach and meeting the huge demands on your time. Success will remain elusive if you don't understand the art and science of delegation. This post is more on the science.
"It can fix or replace a flawed performance appraisal system." Managers often conclude that 360 is a high-tech answer to problems with performance appraisal. While 360-degree feedback probably should become part of the solution, it has never been used effectively to manage both performance development (competence) and performance review (results). The main value of 360 feedback is to give individuals information about the process of performance—how their work gets done. It’s not the best tool for evaluating performance results—what gets done—which in most cases are quantifiable and better measured by other means.
The 360-degree feedback process can be quite troublesome. It’s troublesome not because of the process itself, but rather because of the people who participate in the process. They are those who have different relationships to the person being assessed and they all have different worries and concerns. Companies should pay attention to the most common concerns about 360-degree feedback and make an effort to alleviate those concerns if they want the process to be smooth, effective and beneficial.
360 degree feedback and several other assessment/surveys procedures have been used for many years to help organisations make better hiring and placement decisions, determine training needs, reduce turnover, improve productivity, and provide opportunities for self-improvement and advancement.
360 degree feedback for Leadership Development is the process in which Direct Reports, Peers, Boss and/or customers to provide independent feedback of managerial behaviors of the manager being assessed. The following practices could ensure an effective 360 degree intervention for Leadership Development.