Me_in_HR's Posts - RecruitingBlogs2024-03-28T13:34:51Zme_in_HRhttps://recruitingblogs.com/profile/HRperspectivehttps://storage.ning.com/topology/rest/1.0/file/get/1228316873?profile=original&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=2yc56imfbpv17&xn_auth=noEmployability self-assessmenttag:recruitingblogs.com,2010-01-07:502551:BlogPost:8458562010-01-07T16:00:00.000Zme_in_HRhttps://recruitingblogs.com/profile/HRperspective
In my <a href="http://hrperspective.wordpress.com/2009/09/11/you-are-employed-but-are-you-employable/" target="_blank">previous blog post</a> I raised the issue of employability. Whether you are happy with your employer or you feel it’s high time for you to make a change in your career, I recommend you to evaluate and maintain it. Note that in tough economic times it’s crucial to adapt to them and stand out of the crowd.<br />
<br />
In order to assess your employability you should proceed to analyze both…
In my <a href="http://hrperspective.wordpress.com/2009/09/11/you-are-employed-but-are-you-employable/" target="_blank">previous blog post</a> I raised the issue of employability. Whether you are happy with your employer or you feel it’s high time for you to make a change in your career, I recommend you to evaluate and maintain it. Note that in tough economic times it’s crucial to adapt to them and stand out of the crowd.<br />
<br />
In order to assess your employability you should proceed to analyze both the context and your particular situation. <a href="http://hrperspective.wordpress.com/2009/12/08/employability-self-assesment/" target="_blank">Read more...</a>Performance Feedback II - The Sendertag:recruitingblogs.com,2009-08-26:502551:BlogPost:7352252009-08-26T13:24:44.000Zme_in_HRhttps://recruitingblogs.com/profile/HRperspective
As promised in my previous post on <a href="http://recruitingblogs.ning.com/profiles/blogs/performance-feedback-i" target="_blank">Performance Feedback</a>, I’m back with a piece of advice for the sender.<br />
<br />
There are some things that you, the manager (sender), could consider in order to encourage a constructive attitude from the receiver. <a href="http://hrperspective.wordpress.com/2009/08/25/performance-feedback-ii-the-sender/" target="_blank">Read more...</a>
As promised in my previous post on <a href="http://recruitingblogs.ning.com/profiles/blogs/performance-feedback-i" target="_blank">Performance Feedback</a>, I’m back with a piece of advice for the sender.<br />
<br />
There are some things that you, the manager (sender), could consider in order to encourage a constructive attitude from the receiver. <a href="http://hrperspective.wordpress.com/2009/08/25/performance-feedback-ii-the-sender/" target="_blank">Read more...</a>Performance Feedback Itag:recruitingblogs.com,2009-08-20:502551:BlogPost:7293032009-08-20T10:00:00.000Zme_in_HRhttps://recruitingblogs.com/profile/HRperspective
I found <a href="http://stagebuilder.wordpress.com/2009/08/03/42/" target="_blank">here</a> a funny analogy with performance feedback:<br />
<br />
<b><i><b>"Question: What’s the difference between performance feedback and a root canal?<br />
<br />
Answer: Anesthesia"<br />
</b></i></b><br />
During performance reviews, I’ve noticed two dominant reactions when receiving negative feedback:<br />
<br />
* <b>Constructive</b> – The receiver listens to the sender’s arguments (if the case, also bringing counter arguments) and he/she provides…
I found <a href="http://stagebuilder.wordpress.com/2009/08/03/42/" target="_blank">here</a> a funny analogy with performance feedback:<br />
<br />
<b><i><b>"Question: What’s the difference between performance feedback and a root canal?<br />
<br />
Answer: Anesthesia"<br />
</b></i></b><br />
During performance reviews, I’ve noticed two dominant reactions when receiving negative feedback:<br />
<br />
* <b>Constructive</b> – The receiver listens to the sender’s arguments (if the case, also bringing counter arguments) and he/she provides alternative scenarios, in order to ensure a complete understanding of the issue (if I were to do this differently, than the results would be better). To sum up, the focus is on improvement (finding the path from the current situation to the desired one).<br />
* <b>Defensive</b> – the receiver brings excuses for his/her failures, finding external factors to blame without taking any personal responsibility. The focus is now not on what he/she can do better but on what others should do in order for him to provide better results. Basically, you play a round of the blame game.<br />
<br />
Premise: feedback, as a communication process involves two parties: the sender and the receiver.<br />
<br />
Not only is it in the interest of both parties for the reaction to be a constructive one, but it also is in their power to achieve it.<br />
<br />
To this effect I will focus on the role of each side in future posts on <a href="http://hrperspective.wordpress.com/" target="_blank">http://hrperspective.wordpress.com/</a>Why did you apply for this job?tag:recruitingblogs.com,2009-08-16:502551:BlogPost:7268922009-08-16T05:55:31.000Zme_in_HRhttps://recruitingblogs.com/profile/HRperspective
As unemployment continues to grow while companies cut their costs and look for more ways to save during this time of need, the job seekers seem to be more indiscriminate when applying for a job than ever. Consequently, employers are flooded with hundreds of applications for any position available. <a href="http://hrperspective.wordpress.com/2009/08/13/why-did-you-apply-for-this-job/" target="_blank">Read more...</a>
As unemployment continues to grow while companies cut their costs and look for more ways to save during this time of need, the job seekers seem to be more indiscriminate when applying for a job than ever. Consequently, employers are flooded with hundreds of applications for any position available. <a href="http://hrperspective.wordpress.com/2009/08/13/why-did-you-apply-for-this-job/" target="_blank">Read more...</a>