Credit to the nation
- Getting participants to learn. NANDI, PADMA RAJESHWARI // Human Capital;Mar2014, p40
The article offers tips to implement the participant centered learning. It mentions that feedback need to be given in a way that the person is willing to work on the feedback and line managers play a more vital role in giving feedback as compared to human resource (HR). It states that someone...
- Socially Acceptable. Zut-Ying(Sue)Del Valle // HR Professional;May/Jun2014, Vol. 31 Issue 4, p53
The article discusses the importance of social feedback to human resource (HR) departments. Topics covered include the impact of the Internet on the way job candidates obtain information about the company, the executives' perception of social data as inaccurate information and the need for...
- Employee Surveys Taking the Pulse of Worker Satisfaction. Brown, Rachel // Rural Telecommunications;Nov/Dec2004, Vol. 23 Issue 6, p22
Discusses that employee feedback when generated in a constructive manner can be an invaluable tool for management to gauge the attitude of work force. Benefits of employee surveys to human resource professionals; Reason of companies for conducting an employee survey; Suggestions for formulating...
- 7 tips: how to prepare for senior-level executive briefings. // HR Weekly;11/17/2014, Vol. 2 Issue 46, p3
The article presents advice on preparation for briefing senior-level executives on the initiatives and activities of human resources (HR) team. Seven tips discussed include knowing the audience by determining who will attend, topics to avoid and issues to be addressed, knowing the briefing time...
- Which Would You Prefer First, The Good News Or The Bad News? Reinertsen, Don // Electronic Design;01/08/2001, Vol. 49 Issue 1, p50
Discusses the importance of immediate feedback in personnel management. How immediate feedback has more influence than delayed feedback; Enabling of the other party to change its behavior earlier; Joint development of objectives with the person under evaluation at the beginning of the period;...
- Feedback orientation, feedback culture, and the longitudinal performance management process. London, Manuel; Smither, James W. // Human Resource Management Review;Spring2002, Vol. 12 Issue 1, p81
Focuses on the concept of feedback as part of a longitudinal performance management process. Definition of a feedback orientation; Link between performance improvement and valued outcomes; Attention given to the value of feedbacks.
- Don't remind me... Geller, Scott // Industrial Safety & Hygiene News;Dec2001, Vol. 35 Issue 12, p21
Provides tips for delivering constructive corrective feedback. Explanation of problem without subjective or judgmental statements; Demonstration of proactive listening skills; Appreciation of the employee's perception of the problem.
- Do More than Open Doors. Hendriks, Erin S. // HR Magazine;Jun2000, Vol. 45 Issue 6, p171
Discusses the importance of implementing a formal complaint system which supplements employers' open door policy to encourage employee feedback. Difference between internal complaint procedure (ICP) and open door policy; Key elements of an ICP; Factors for successful implementation of ICP.
- People are Systems, Too: Filling the Feedback Vacuum. Kreitner, Robert // Business Horizons;Dec77, Vol. 20 Issue 6, p54
Focuses on the benefits of feedback to implement precision in human resources management. Impact of feedback vacuum on high quality job performance; Changes in management functions of business planning and control; Consideration on the day-to-day basis of feedback vacuum relative to...