Do You Take The Review Meeting ‘Just for Formality’??

Performance Review Meetings are always taken as a repulsive task by the managers. However, they sometimes overlook the fact that a poorly executed review meeting can completely ruin an employee’s morale and lead to greater dissatisfaction. The article discusses the major actions that may spoil a review meeting. 

For More Information Download Our Published Article PDF At hr.com 

Resume – A True Insight Of A Professional Journey!!

With hundreds battling for a single job role, it becomes toilsome for the Recruiters to select one. Beyond the bounds, it becomes backbreaking to choose from the documents that are similar looking. 

Well yes!! You thought it right. We are talking about the artless downpour of resumes in our day to day phase of Recruitment which instills none other than ‘self driven’, ‘motivated’, ‘team player’, ‘passionate’ and few other conventional words that have mutely become the customary while ‘making a resume’.  

 

Why has that honest existence dried up where one can genuinely discover the personality that is there on the paper?

 

All seems to be in the automatic mode where the resumes are systematically littered with chronic words, conventional frames that are completely drenched with ‘play safe’ attitude that not only makes it boring but obvious too. 

What all major organizations look for are “4 Ps” that describe the complete persona of the individual and conclude on his credibility. Beginning from the Personality description followed by Performance and then exhibiting the behavior of Persistence and Persuasion creates a complete flowchart of an effective resume.

Your Resume is the first impression towards the company and as it is said, first impression is the last impression! Therefore, to make a flourishing career, all you need to do is dare to come out of the conventional streets of fake descriptions to honest performance feats that take your career to new heights.!

Balance Performance with Relations Through Monthly Performance Review System

One of the daunting tasks for any manager or supervisor, is to assess and evaluate his sub-ordinates’ performance. The supervisors are always in a dilemma over how to manage the performance. That is whether they should keep on providing feedbacks or should keep it to them for the annual performance appraisal process.

In India, it is not just about the money, the corporate set-up is not untouched by the inter-personal relationships that people at workplaces share and try to keep them along with their professional lives. Here, it becomes rather more difficult as the major concern is to sustain the relationship even if the manager is not giving a polite feedback or to put in simple words, gives a negative comment.

Thus, to maintain a decent professional and personal relationship, managers should encourage the monthly performance review process. This will also help the employees understand what mistakes they made and also find a solution to rectify the issues at hand. This will be a peace making solution as the manager can give negative feedbacks on one month’s performance and may appreciate the next month’s performance thereby balancing the performance as well as work environment. It will also lead to continuous improvement in employees’ performance as they are also concerned about their annual appraisals.

TeamWise HRMS has an added feature of Monthly Appraisal System that can help the managers and supervisors to tactfully deal and balance the employee performance appraisal while maintaining the decorum.