Anil.arora
Administration Head
Raj Kumar Hansdah
Shrm, Od, Hrd, Pms
+4 Others

Thread Started by #ksnrajesh

Hi to Everybody, Could you please help me in explaning about 360 degree feedback. How we can do this? any formats related to 360 degree Thanks and regards S. Rajesh
21st October 2010 From India, Madras
have a look at reactive360 - they have a link on their site that takes you to a document called 'what is 360 feedback' I have attached a copy.
We are just starting to use them....
Hope this helps
Charles
25th November 2010 From United Kingdom, Accrington
Dear Rajesh
Please see the side bar on the right of the screen - displaying "Similar Topics".
Click on the threads posted earlier - you"ll get your answer.
If you have any further queries (not addressed in the earlier threads), use the SEARCH button on top of this page.
Warm regards.


25th November 2010 From India, Delhi
Hi Rajesh,
I have enclosed a material for your perusal and hope you'd like this.....and also you can go thru this link which will tell you about 72 degree PA.https://www.citehr.com/2984-720-degr...#axzz16IXofz4D
25th November 2010 From India, Gurgaon

Attached Files
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File Type: pdf 19-(i) 360 Degree Feedback and performance Appraisal-Anil Arora.pdf (129.5 KB, 1370 views)

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13th July 2011 From India, Pune
Retention strategies are policies or perks or witholding to ensure desirable employees remain with the company for a long time. a typical retention policy is the gratuty system which is inbuilt through the labour laws. Some other retention strategies are

- Soft Loans or interest reimbursement after a particular amount of service.

- Training for incremental levels at regular intervals (In India it has to be followed by a contract to serve a particular period after the training).

- Tie up with some good schools for admission of employee's wards after one or two year service.

- Help in providing the spouse a job closeby.

- In one of the organisations, a monthly get-togather became a focal point, as the company hired a brilliant event manager, who made these days memorable for everybody.

- A good work culture and competitive environment is a good motivator for the employees to stay. One of the company which was facing a severe brunt of turnover at its plant, went in for a major overhaul by changing nearly 30% of its work force of 280 employees to bring in a good social and work culture. Once the culture was set, the old employees (who wanted to return) were brought back in small groups well spaced out.

However, it is common knowledge that employees avoid leaving good organisations, where they are involved in their own career planning, and believe that their performance will be suitably rewarded. There is an old saying in HR, employees do not leave companies, they leave thier bosses.

Best is to ask the candidate himself "What motivates you?". this would lead to lot of personalised offerings which would be more sustainable. However, such personalised strategies need a very good HR department, as these policies work on the capabilities of the HR Representative dealing with the employees and would be suitable in small but niche companies like law firms, designers etc. Personalised policies would be difficult to implement in a large organisation where the employees rarely meet their HR facilitator.

However in a large organisations the company could implement a basket, out of which the employee can choose some options.
7th March 2013 From India, Delhi
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