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Skip level meetings
Dear all can anyone tell me when we should be having skip level meetings in our company.. quarterly once in six months or yearly?? also if anyone has a format for the same pl share it with me. regards deepa
How to conduct a skip level meeting
Hi all can any one share with how to conduct skip level meetings? i had heard this kind of meetings through some of my hr friends but i don t have a full clarity on this .. basically i am from telecom hardware industry. rgrds vinay
Can anyone share ppt on skip level meeting? what are the advantages of this?
Has anyone worked on skiplevel meetings? can anyone share ppt on skip level meeting? what are the advantages of this?
Difference between skip level meeting and one to one meeting?
Dear seniors i want to know the difference between one to one meeting and skip level meeting? regards manpreet kaur sr.hr exec.
Report on compensation and benefits
Hey everyone.i am doing a project on compensation and benefits in an organization. what i am told to be doing here is review the present compensation process and prepare a handbook for the same. the project doesnt seem to be tough but i am having difficulty in preparing the scope and methodology for the same. since there is no questionnaires and research involved how can i make a methodology for the same. please help me out as soon as possible.
Hr management systems - a unique new review / audit methodology
Since the lpg process started in india in 1992 and now in the 21st century hr has expanded both vertically and horizontally in scope and responsibilities offering a high value contribution component to the corporate management. you hr systems must also have gone through extensive alterations updations and modifications and even replacements in some cases. yet with the fast paced complex changes there is a possibility of some under and overlaps that may have creeped in. hexahr provides you a simple opportunity and a self evaluatory review which primarily works as a gap analysis procedure. there are many other advantages and benefits of the system. hexahr is a indexed review methodology created by hexaplus consultants after years of research and experience. we believe that unless something is measured it cannot be improved. and by measurement we mean and insist that it must have a numerical value also. hexahr also reduces or eliminates ambiguity and vagueness and overlaps. while mostly dealing with people and subjectivity hr is always looking for opportunities to convert performance and standards into objectivity as much as possible. hexahr provides with with such an opportunity to hr professionals. hexahr is a 2level tree structured methodology. the main critical hr functions have been placed in 6 major groups and each group having 6 subfunctions within it providing for a unique 6 x 6 graphic representation with numerical indices. we are pleased to introduce our hexahr system for your kind consideration and implementation. it is your hr and it will be you to judge it. the system is economical and now proven and has been effectively and successfully utilised by few organisations already. thanking you and looking forward to you early positive response.