nathrao
3097

""Some people take pride in posting 10000 craps in a year, I do not do that. I post very less but every single post of mine is addressed to the issue directly.""
I totally disagree with the word "crap" used here.
If any poster had commented adversely, a simple reply mentioning your contributions would be self explanatory.
If you now ask me about 360 degree appraisal,I would comment that employee tends to react angrily and looses control of his words when criticised.
Let not the posts go in wrong direction and the forum be a place to learn and to share equally.

From India, Pune
360s are a great instrument and I love it. It enables the staff who are REALLY team spirited and conscientious to be recognized. In a typical performance feedback, the Supervisor may give high ratings for his favourite subordinates. In a 360, the results might be vastly different and the political staff who climbs up by doing favours for his boss will get poor ratings.
From Singapore, Singapore
CHR
650

@Vijay - Kindly refrain from using unprofessional language - please reach out to me or any of the moderators if you face any issues with any members. We are all here to learn - while debate is encouraged, language needs to be controlled.
@Dinesh - Avoid pointing to member's depth of knowledge or number of posts. We are not here to compete - point to facts and your experience and limit it to that. Being a moderator it's more important that you restrain yourself from speaking to members that way.
@Everyone - Promotions on CiteHR is allowed - via signatures or otherwise. Consultants provide time for exposure - that is how it works here. However posts should not be pure promotions and should contain some value for readers.
Regards,
CHR

From India, Gurgaon
Thank you very much Mr. Ganesh,

This was helpful for me to understand the challenges.

For those who are wondering about why I asked these questions and how this information will be used. Here are some pointers:

A. I asked the question out of my curiosity and my mission bringing more of 'HUMAN' in human resources. I am a psychologist and currently working as Advisor in government sector in the middle east. Assessments and Development is of interest and I am currently working on a large project on 360 assessments (more than 10000 managers to be evaluated by more than 100000 others). I know what challenges are faced by people I worked with but I also wanted to know what challenges are faced by those I do not know at all (that is why I chose this group as here I was least active).

B. Confidentiality: I asked the questions in very impersonal way, I do not need/want to know any personal or identifiable information from any of the members here. I am focused only on issues.

C. How the information will be used? I am not collecting any personal or company information and will not name any person or organisation for any purpose whatsoever.

D. How the members of this group will benefit? At the end of this discussion, I will post a summary of the discussion and all the points for all the members along with my experience and issues that I faced so that if any member sees this discussion in future, they feel that they got some insights.

Thank you all for your participation and advises.

From India, Hyderabad
nathrao
3097

Vijay, Probably this post should have been the first on this issue. It contains clear enunciations of what is planned and will be done.
From India, Pune
CHR
650

I understand the frustration some of our members feel - but the reasons for that frustration is unfounded. If you believe that one consultant who is only posting promotional material has gained more than a consultant who has actively been involved in the community - that presumption is wrong. The exposure you get is far more than someone who has merely posted promotional texts - and this exposure will continue to rise as we roll out new features to promote these contributions. These are posts that remain in the view of new people coming in with queries.

Secondly, its very important that you do not start the conversation on any thread based on what you feel about the poster - someone who lands on citehr (for the first time via search engine) will see that a query was posted and the moderator behaved like this. Treat every discussion page as a separate instance and add your views - not your feelings - your views and... on the topic. Had the topic been about how some consultants take advantage of the platform - this was perfect.

Your tone of conversation is the tone of CiteHR - unfortunately as a moderator or senior member you need to be cautious of this. On this thread you showed anger and frustration - that is going to be the core vibe in the mind of the new user - if he/she lands up on citehr via this thread. This is public forum - so be very careful about what you say and how you say it.

Regards,

CHR

From India, Gurgaon
Dear all ,
Some of senior members have communicated this feeling on similar posts earlier also and I fully support views expressed by CHR and few others as well. Letz aim and all agree on to limit ourselves to last line which is- mutual gain and sharing of learning; understanding of response in return of the issue , try to resolve / answer without aiming improvement in posters' personality or medium of communication.In fact, this thread has pointed out to HR community to conclude here this only, subject matter that time and again had rolled over our efforts and impacted to our collective strength to lower professional standard.Cheer up and smile!!!
Regards,
RDS Yadav
Director-Future Instt.of Management and Technology
and
Labour Law Adviser
navtaranghrs@gmail.com

From India, Delhi
Dear Dinesh, You are absolutely right. this actually happens with us. This is not a easy task to share more.
From India, Noida
Dear Priya,
You may please try the following.
https://www.citehr.com/562151-360-de...sessments.html
V.Raghunathan

From India

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