I have just shared this presentation on my linkedin profile. I find that Armins observations and ideas fits perfectly with my own observations and provides me with some answers and directions that I will try out when having the appraisals in 2016. BTW we do appraisals four times a year which makes much more sense in the agile IT world where it is impossible to predict what happens 12 months ahead of time.
Just finished watching all your lectures. great stuff and very interesting thank you. HR is very broad and that's one of the reasons I went into the field
Vry excellent vdo lecture sir bt in my opinion as a professional in my opinion the following facts nd factors r important like most Organization's lack to hv.well developed performance management system.Howe everthis is integrated in to the performance appraisal bt.diluted, there is no potential appraisal as a separate system in most of the organizations except few, employee satisfaction surveys,TQM interventions, total productivity management, team building workshops, visioning exercises,train the trainer programs etc.shud b implemented keeping in mind OD interventions being followed by such Organizations with practical approach,T&D approach is well developed nd shud b well managed in the organizations.Internal faculty should be well developed as top executives r the backbone of any Sector or organization or Industries or business or departments etc.Also effective implementation nd utilization of the potential of any HR system to maximize results, the system needs to hv.vry clear objectives relevant to the organization,it's nature, growth phase, updates with technologies nd other contextual factors, the structured or designed to suit the requirements of the company following all scientific principles relating to the the system concerned for eg.a training system should be designed practically, using the Psychological principles of learning nd development,b well understood by all the users related to communicated well,B implemented well nd deliver results or produce the desired impact in terms of business goals or system goals.There should be a strong bonding chain from top-level executives to grassroot level so as to achieve excellency goals in OD nd OB.Good trainers or managers should be competent enough overall to solve problems in any situation.It is a vast field nd need of the time in present scenario and for the future as there is a great scope global nd as well as in Domestic trading nd not only it is beneficial for any sector or Organization etc.with relevance to Productivity bt ultimately it boost the economy of any country in brief in my views.Vry.Outstanding nd innovative Lecture.Thanx.
Prof Trost, THANK YOU SO MUCH for your generosity in sharing not just your videos but also your slides and teaching materials. This is contrary to what is the normal practice. You have brought clarity to a subject that is often delinked from the business reason for HR. Your videos are a great aid to students who may not all the opportunity to go to an ivy league school. Thank you again, P.Fernandes
Dear Professor interestibg lecture. I think the most important thing to have appraisals work is that they are linked to Core and Role Specific Competencies in addition to Expertise in Roles
A great lecture by Professor Trost. I want to what you mean by some words which do not understand maa taaa----like these-- would u please tell their meanings. They are at 4.41-43s of the video time bar.
Hi Professor Trost...love and blessings from India...what's your take on 360 degree feedback or multi rater review. Pls make video on this too. And it would be really helping if u do discuss on important HBS case studies too.
Really Many Many Many thanks for Perfect / Recent / practice ( Knowledge/way of provide the information/presentation ) - I have changed my type of Work / way of presentation / way of provide information in work area recourse of your Professional lectures/ HCM knowledge.
Can anybody tell me,these full videos cover complete details about HR ...bcz I have plan to start my career in HR field...but I have no idea,then I have completed only b.tech.
Managers usually judge employees based on a rigid set of competencies that are more reflective of a “unicorn” employee. With peopleHum’s competency-based performance management, put a finger on what’s really crucial and help employees reach their highest potential- s.peoplehum.com/ut5yr
