Categories
-
Recent Posts
Daily Popular
Popular Posts
- PEST Analysis Model (4503)
- 4C Marketing and 4Cs Marketing (2437)
- Corporate Culture Examples (1583)
- Iceberg model and Iceberg model of culture (1278)
- 4Ps Marketing Theory (1212)
- John holland’s personality-job fit theory (1155)
- Holistic marketing and Holistic marketing concept (965)
- 5Ps Marketing Theory (911)
- Lean Management and Lean manufacturing (834)
- 4 Types of Corporate Culture (570)
Tags
4C Marketing 4Cs Marketing 4P 4Ps 5Ps 5Ps Marketing Theory 14 management principle Adam Smith AIDA AIDMA Alabama paradox Behavioral science Celebrity Centralisation Centralized Management Corporate Culture Credit Solution Delphi Method Economics development Model Economics Model Economy ECRS Edgar Henry Schein End User execution Expert Meeting Law finance game theory General Price Index globalmarket Goldman Sachs Goldman Sachs fraud IPO laptop battery lean management Logistic Management mangement Marketing MBA neil rackham niche marketing positioning marketing Six Sigma Spin SellingBlogroll
Category Archive: Human resources
Subcategories: No categories
360 Degree Feedback
In human resources or industrial/organizational psychology, 360-degree feedback, also known as multi-rater feedback, multisource feedback, or multisource assessment, is feedback that comes from all around an employee. “360″ refers to the 360 degrees in a circle, with an individual figuratively in the center of the circle. Feedback is provided by subordinates, peers, and supervisors. It also includes a self-assessment and, in some cases, feedback from external sources such as customers and suppliers or other interested stakeholders. It may be contrasted with “upward feedback,” where managers are given feedback by their direct reports, or a “traditional performance appraisal,” where the employees are most often reviewed only by their managers.
360 Degree Feedback is a method and a tool that provides each employee the opportunity to receive performance feedback from his or her supervisor and four to eight peers, reporting staff members, coworkers and customers. Most 360 degree feedback tools are also responded to by each individual in a self assessment.
360 degree feedback allows each individual to understand how his effectiveness as an employee, coworker, or staff member is viewed by others. The most effective 360 degree feedback processes provide feedback that is based on behaviors that other employees can see.
The feedback provides insight about the skills and behaviors desired in the organization to accomplish the mission, vision, and goals and live the values. The feedback is firmly planted in behaviors needed to exceed customer expectations.
The purpose of the 360 degree feedback is to assist each individual to understand his or her strengths and weaknesses, and to contribute insights into aspects of his or her work needing professional development. Debates of all kinds are raging in the world of organizations about how to:
- select the feedback tool and process,
- select the raters,
- use the feedback,
- review the feedback, and
- manage and integrate the process into a larger performance management system.
How is 360 Degree Feedback Used?
Companies typically use a 360 feedback system in one of two ways:
1. 360 Feedback as a Development Tool to help employees recognize strengths and weaknesses and become more effective
When done properly, 360 is highly effective as a development tool. The feedback process gives people an opportunity to provide anonymous feedback to a coworker that they might otherwise be uncomfortable giving. Feedback recipients gain insight into how others perceive them and have an opportunity to adjust behaviors and develop skills that will enable them to excel at their jobs.
2. 360 Feedback as a Performance Appraisal Tool to measure employee performance
Using a 360 degree feedback system for Performance Appraisal is a common practice, but not always a good idea. It is difficult to properly structure a 360 feedback process that creates an atmosphere of trust when you use 360 evaluations to measure performance. Moreover, 360 feedback focuses on behaviors and competencies more than on basic skills, job requirements, and performance objectives. These things are most appropriately addressed by an employee and his/her manager as part of an annual review and performance appraisal process. It is certainly possible and can be beneficial to incorporate 360 feedback into a larger Performance Management process, but only with clear communication on how the 360 feedback will be used.
360 Degree Feedback system
Focal 360 is a comprehensive 360 degree feedback survey solution designed for individual participants or groups of any size. Our 360 software simplifies the entire management and leadership assessment process.
Participants receive feedback on a comprehensive list of leadership and management competencies. After the 360 evaluation is complete, participants receive a feedback report with an assessment of their strengths and weaknesses.
Tagged 360 Degree Feedback, human recources
Overtime Law
Most nations have Overtime Law laws designed to dissuade or prevent employers from forcing their employees to work excessively long hours. These laws may allow other considerations than the humanitarian, such as increasing the overall level of employment in the economy. One common approach to regulating Overtime Law is to require employers to pay workers at a higher hourly rate for Overtime Law work. Companies may choose to pay workers higher Overtime Law pay even if not obliged to do so through law, particularly if they believe that they face a backward bending supply curve of labour.
Overtime Law Coverage
The state Overtime Law law applies to most Wisconsin employers, including state and local units of government but not necessary to each individual worker. Covered workers, regardless of age, must be paid 1 1/2 times their regular pay rate for all hours worked in excess of 40 hours a week.
The law applies to factories, mercantile (see definition of mercantile) or mechanical establishments, restaurants, hotels, motels, resorts, beauty parlour*, retail and wholesale stores, laundries, express and transportation firms, telegraph offices and telephone exchanges.
“Mercantile” means “pertaining to merchants or trade,” and is viewed with respect to profit or designed for profit; designed for mass appeal, emphasizing skill and subjects useful in business. “Trade” means the business or work in which one engages regularly, an occupation requiring manual or mechanical skill; the persons engaged in an occupation, business, or industry, dealings between persons or groups, the business of buying and selling or bartering commodities or services, to do business with, to have dealings, to give one thing in exchange for another.
Under the Wisconsin Child Labor regulation, 16 and 17-year-old minors may be employed more than 8 hours in a day or 40 hours in a week when school is not in session provided that they receive one and half times the regular rate of pay for all hours worked in excess of 10 hours per day or 40 hours per week, and that they do not work in excess of 50 hours per week. The exception t
Tagged Overtime Law
What is KPI(Key Performance Indicator)
If you are a MBA learner,i think you should know what is KPI and Iceberg model .It is a very important metric for an Enterprise. KPI：Key Performance Indicator means organize the key Parameter of input and output of inner process to Setting, sampling, calculation, analysis, performance measurement process as a target-style quantitative management indicators.KPIs can be specified by answering the question, “What is really important to different stakeholders?”. KPIs may be monitored using Business Intelligence techniques to assess the present state of the business and to assist in prescribing a course of action. The act of monitoring KPIs in real-time is known as business activity monitoring (BAM). KPIs are frequently used to “value” difficult to measure activities such as the benefits of leadership development, engagement, service, and satisfaction. KPIs are typically tied to an organization’s strategy using concepts or techniques such as the Balanced Scorecard.
KPI’s theory
The theory of KPA is 28 Principles，which was came up with by Italy economics Pareto.It means in a enterprise value creation process,8every department and every stuffs spend 20% key behaviors to fufill the 80% job task.You just need to grasp the 20% crucial thing,you could grasp the main significance.
28 principles have a clear direction for the performance evaluation.you should focus on key results and key process.So,the so called KPI,it is should be the key performance indicator and the assessment work must focus on key performance indicators to start.
The role of KPI
Specifically KPI helps:
(1) According to the organization’s development plan / goal plan to determine the department / individual performance indicators
(2) monitoring the operation and performance goals related to the process
(3) to detect potential problems and find areas for improvement, and feedback to the appropriate department / individual.
(4) KPI output is the foundation and basis for performance evaluation.
When the company, department and even office identified the clear KPI system, you can:
(1) the individual and departmental goals and objectives linked to overall company;
(2) For managers, the stage from departments / individuals to evaluate and control the output KPI can guide the development of the correct target;
(3) measurement companies need to focus on the behavior;
(4) quantitative and qualitative generate profits directly and indirectly created to assess the contribution of profit.
marketing KPIs
Some examples are:
1. New customers acquired
2. Demographic analysis of individuals (potential customers) applying to become customers, and the levels of approval, rejections, and pending numbers.
3. Status of existing customers
4. Customer attrition
5. Turnover (ie, Revenue) generated by segments of the customer population.
6. Outstanding balances held by segments of customers and terms of payment.
7. Collection of bad debts within customer relationships.
8. Profitability of customers by demographic segments and segmentation of customers by profitability.
Many of these customer KPIs are developed and managed with customer relationship management (CRM) software.
Faster availability of data is a competitive issue for most organizations. For example, businesses which have higher operational/credit risk (involving for example credit cards or wealth management) may want weekly or even daily availability of KPI analysis, facilitated by appropriate IT systems and tools.
Tagged Key Performance Indicator, KPI
Iceberg model and Iceberg model of culture
American psychologist McClelland proposed a famous model called icebery model in 1973.the so-called “Iceberg model” is to staff the different quality of the performance of the individual tables into the surface “over part of the iceberg” and hidden ” The following part of the iceberg. ”
Among them, the “top of the above section,” including including basic knowledge and basic skills, which is the external performance.It is easy to understand and measure the part, which is also relatively easy to change through training and development.
and The following section includes social roles, self-image, character and motivation,which are inside of the people, some difficulty to measure.They are not easy to change through the outside influence.But the behavior and performance of the staff plays a key role.
The six dimensions of people’s quality
1, Knowledge (Knowledge): refers to individuals get factual information and empirical in a particular field
2, skill (Skill): refers to the structured use of the knowledge capacity to perform a specific job, namely, you need a technology and know-how required for the situationof a particular area .
3, social role (SocialRoles): means a person’s behavior based on attitudes and values, ways and style
4, self-concept (Self-Concept): refers to a person’s attitudes, values and self-image.
5. Trait: The sustained response of physical characteristics and a variety of information on the environment.Quality and motivation of individuals can predict the work under the supervision of the state in the long term.
6.Motives: refers to a specific area of natural and sustainable ideas and preferences (such as achievement, affinity, influence), they will drive, guide and determine a person’s external action.
Iceberg Model of Culture
To help you better understand culture and decode certain behaviours, we give you a good
Canadian model: the Iceberg. When seen on the water, only approximately 10% of the iceberg
can be seen—most of it is below the surface. This model is useful in helping us understand
behaviours of members of other cultures. Have a look at the iceberg and its 3 sections.
Topography of Mind:
Freud’s Iceberg Model for Unconscious, Pre-conscious, & Conscious
According to Freud, there are three levels of consciousness:
- conscious (small): this is the part of the mind that holds what you抮e aware of. You can verablize about your conscious experience and you can think about it in a logical fashion.
- preconscious (small-medium): this is ordinary memory. So although things stored here aren抰 in the conscious, they can be readily brought into conscious.
- unconscious (enormous): Freud felt that this part of the mind was not directly accessible to awareness. In part, he saw it as a dump box for urges, feelings and ideas that are tied to anxiety, conflict and pain. These feelings and thoughts have not disappeared and according to Freud, they are there, exerting influence on our actions and our conscious awareness. This is where most of the work of the Id, Ego, and Superego take place.
Material passes easily back and forth between the conscious and the preconscious. Material from these two areas can slip into the unconscious. Truly unconscious material cant� be made available voluntarily, according to Freud. You need a psychoanalyst to do this!
Iceberg metaphor for the mind抯 layout:
We can use the metaphor of an iceberg to help us in understanding Freud’s topographical theory.
- Only 10% of an iceberg is visible (conscious) whereas the other 90% is beneath the water (preconscious and unconscious).
- The Preconscious is allotted approximately 10% -15% whereas the Unconscious is allotted an overwhelming 75%-80%.