Date: 15-09-2 014
Volume 2, Issue 7
Cover Story 360 Degree Feedback: The Good, the Bad, and the Ugly
Feedbacks
are a great deal when it comes to business of a company. Aren’t we always reliable on feedbacks or the opinions of others? Similarly HR’s all over the world tried out phenomenon of 360 degree feedbacks which was widely appreciated and implemented by the fortune 500 companies.
But is this 360 degree feedback really working out in total, for that lets understand what 360 degree feedback is 3600 feedback.
Inside this issue: Hot corner
2
HR Updates
2
HR Profile
3
Comic
4
Student Articles
4
HR Crossword
5
Contact Details
6
Continue Reading...
HR Quote
“Every day is a training day & Every event is a training event” ― James Pritchert
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Volume 2, Issue 7
Hot Corner Don’t Forget Ergonomics Away from the Office Employees who work from home or travel for work should be taught to assess their ad-hoc workspaces for ergonomic risks, said Marilyn Ekdahl Ravicz, author of Ergonomics for Home-Based Workers: Use Your Brain to Save Your Body. Using poorly set up devices while working on the road, or from home, can cause a range of injuries to the musculoskeletal or nervous systems, noted Ravicz, an anthropologist who has redesigned workstations in office settings and homes. Continue Reading...
HR Updates What will the workplace be like in 2022? Report paints intriguing picture
Hey, nobody can really tell what the future holds. But if it’s anything like what HR pros predicted in a recent report, both employers and employees will have lots of adjustments to make. The consulting firm PricewaterhouseCoopers (PwC) just published a report titled The Future of Work: A Journey to 2022, which was based on interviews with 500 HR experts in the U.S. as well as several other countries. And the results of that report paint a sort-of-surreal image of corporate life in the next decade. Some of the highlights… Continue reading...
Workplace flexibility is a prized benefit: Some tips on how to make it work
No question, flexibility is the buzzword of the hour. And although it certainly sounds like a noble goal, can companies actually make it work? Here are some points given by Kira Makagon: Realistic expectations: Makagon cites a recent survey of Millenial employees, in which 60% of respondents said their employers expect them to be... Continue reading...
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Volume 2, Issue 7
HR Profile
Laszlo Bock Senior Vice President of People Operations, Google Inc.
Mr. Laszlo Bock serves as Senior Vice President of People Operations at Google Inc. Mr. Bock joined Google
from the General Electric Company, where he served as Vice President of Human Resources within GE Capital Solutions. He had earlier served as Vice President of Compensation and Benefits for GE Commercial Equipment Financing. Before GE, he served as an Engagement Manager at McKinsey and Company, serving clients in the technology, private equity and media industries on issues of organizational design, talent acquisition and development, and cultural transformation. Earlier, he served as a compensation consultant at Hewitt Associates, an HR consultancy. He served as Management Consultant at McKinsey and Company. He serves as Board Member at Agilone LLC. He has been a Director of Evolv, Inc., since January 2011. He serves as Member of Western Region Advisory Board at Catalyst, Inc. Mr. Bock earned a Masters in Business Administration from the Yale University School of Management, and a Bachelor of Arts in International Relations from Pomona College. During Bock's tenure, Google has been named the Best Company to Work For more than 30 times around the world and received over 100 awards as an employer of choice. In 2010, he was named "Human Resources Executive of the Year" by HR Executive Magazine. He is the author of "WORK RULES! Insights from Inside Google to Transform How You Live and Lead"
Source: linkedIn, Investing.businessweek.com, Google+ To the blog
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Date: 15-09-2 014
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Volume 2, Issue 7
HR Comic Trust Manager
Student Articles HR Analytics: Or ganizations of all types have long excelled by treating customers as market of one i.e. offering them personalized buying experiences. The concept of customization and technology that has made it possible has the rise of the greater successful stories in past 25 years. Nowadays, all the top companies using practices of HR analytics from the point of recruitment to the point of Attrition. Like using DATA, SOFTWARES to go through the data to create segments within the organizations in terms of employees. So that they can give better services extract. So that they can give better result from those employees. Continue reading.. - Farzana Taddimari , PGDM ‘14-’16
HR Cloud - A whole new concept: We are no more in the Stone Age or the medieval age as we have set our feet in modern era of technological advances. Here we are about to begin the era that will be fun and lucrative to be a part of it. As this is the change which companies were looking forward for. These days many companies are seeking to replace redundant manual processes, spreadsheets, reams of paperwork and manage its global workforce more efficiently. Continue Reading... - Swadhin Mishra, PGDM ‘14-’16 © P.A.R.K
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Volume 2, Issue 7
Crosswords 15 - Organizational Behaviuor
Across 3. 5. 11. 13. 15. 17. 18. 19.
_______ is the degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify the means When faced with conflict, a person who uses this style often try to ignore conflict all together rather than trying to directly resolve it is called _______ style Parent, Adult & Child egos are part of ________ Analysis ______ centered leadership Approaches that try to understand leadership by focusing on how situational variables may impact leader effectiveness ______ is the science that seeks measure, explain and sometimes change behaviuor of human and other animals ______ centered leadership Approaches that try to understand leadership by focusing on the leader's traits, skills, and behaviors According to Sigmund Freud, _______ is partially conscious and partially unconscious Relatively permanent change in behavior that occurs as a result of experience is called ______
Down 1. 2. 4. 6. 7. 8. 9. 10. 12. 14. 16.
Got to Answers...
17.
_______ is defined as a function Person and environment _______ theory argues that people are motivated by 5 needs that are triggered in a hierarchical order _______ team is a group of physically dispersed people who work as a team via alternative communication modes When firms firing and hiring many people at the same time is called ______ _______ is a person who achieves through other people _______ is study of people in relation to their fellow human beings ______ theory argues that by linking consequences to behavior, desired behaviors can be strengthened and undesirable ones eliminated _______ is defined as distinctive and relatively enduring ways of thinking, feeling, and acting Removing or stopping something unpleasant (e.g., eliminating time-consuming paperwork) to strengthen a positive behavior is _________ reinforcement? _______ are relatively stable and consistent personal characteristics _______’s theory which argues that the factors which cause satisfaction on the job are different than those which cause dissatisfaction Social _______ is a tendency for a team © P.A.R.K member to put out less effort than they
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