These days, there is no dearth of information available, and most candidates are well-prepared for interviews. It is easy to prepare answers for the most common, expected questions. There are also professional services that can prepare a great resume for you. So how does a company effectively decide who is the best fit and a good hire?
The appraisal offers a valuable opportunity to discuss workflow and goals, address existing gaps and encourage positive performance. While there are many reasons why appraisals don’t meet their objectives, however, one of the glaring issues is how poorly managers sometimes handle it. Here are the most common mistakes managers make in a performance appraisal and a few tips to reverse them:
Performance appraisal should ideally focus on both the behaviour and outcomes. While all the current data gathering methods focus on results, how an employee has gone about doing a task also has to be part of the evaluation system. Here are five ways in which you can optimise the outcome of the performance appraisal process…
The difference between a well-trained employee and one who isn’t can cost your business dearly. Bridging the skill gaps is critical to employee and employer success, and identifying them correctly is the first step. Right diagnosis of the skill gap is far more important than the training itself. It not only optimizes costs but also gives a hefty return on training investments.
India is among the fast-growing countries for startups, and we also have a young population, that is constantly looking for new experiences. Many businesses pivot and certain skill sets suddenly grow redundant. Or, several old world companies have senior staff whose roles are no longer relevant. In such a scenario upskilling become relevant….
Work culture and the nature of work has seen a drastic change in the last decade. While performance review methods and approaches differ from organisation to organisation, the way we conduct performance appraisals must also undergo a sea change. Why? Because the one-size-fits-all approach is not relevant anymore…
Flexible work options or flexible-work may be ideal in today’s scenario. So now, several companies are considering flexible work policies to the changing times. Yet, there is hesitancy as it is still a new concept, and there’s a huge gap between expectations and execution. Here are some ways you can ensure a flexible option works for your company:
In order to manage the increasing stress at workplace, you have to be vigilant and observe the various indicators or red flags that could warn you about it. Unlike the common cold, there’s no obvious or direct indicator that shows if someone is stressed or not. However, there are a lot of indirect cues or signs that you may associate stress with. Here are a few indicators that you must not overlook…
Often, the places where you would least expect to find creativity is where it is most needed. Most organisations make sporadic attempts at creative solutions and are unable to live up to their commitment to foster innovation. Here are some ways you can make your work creative in a sustainable way that can foster imagination, and solve problems.
Annual training at the beginning of the year often sets the course of the entire year. This would not just help your long-term employees revise and retain better but also ensure that your new employees are well-trained and have one less reason to part ways. It also acts as an excellent opportunity for you to streamline the company culture. Overall, annual training goes beyond productivity boost and highlights skill gaps and potential risks in your work processes. Here are 3 training modules that should be conducted once every year…
