The need for  performance management was never as important as it is today, the world of business is witnessing immense change, with the focus of Business, Employees and Customers seeing a transformation. Business wants their employees to be on the peak of their performance in serving the customers. Performance management is based on the principle of management by agreement or contract rather than management by command. It emphasizes development and the initiation of self-managed learning plans as well as the integration of individual and corporate objectives.

360 degree feedback is a multi source assessment, where individual’s performance is assessed and feedback is recorded from a number of people that may include Managers, Subordinates, Colleagues and customers.  The assessment in the feedback takes the form of rating against certain performance dimension. When the feedback is from the subordinates to the managers, it is referred to as 180 degree feedback. Common use of 360 Degree feedback is for

Recruitment and selection are two different processes undertake by the business, Recruitment is a positive initiative on the part of the business where Employer encourages more and more candidate to make application for the job posted, so that business has considerable pool of candidates to select from, whereas selection could very well be termed as a negative initiative where focus is on scrutiny and filtering the best and most suitable candidates for the jobs.

Organizational Change is a complex phenomenon, at times very delicate and may involve fragile situation, with people vulnerable, but it is a necessity and has to be done, here are a few tips that could aid in the smooth happening of organizational change, the tips are more employee centered than organizational centered, but at the end of the day, it is the people who will make the change happen, so they need to be taken care of, it has to start with identification of what needs to be changed and goes till an integrated effort among the stakeholders to successfully implement the change effort.

HR does have an important role of play in Organisational Culture, as it is the people who work for the orgnisation, who embrace and develop a particular culture within the orgnisation, any desired change to the culture of the organisation has be made through the people and by the people.

Culture of the organisation is something that could principally land a business true competitve advantage. Organisational culture is a complex phenomenon and is formed in variety of ways, it may originate from the challenges and obstacles that organisation face, it could be a deliberate creation of the management, People working in the organisation have strong input in forming a culture.

Once the concept note is finalized or approved, data collection tools are developed and those are pre-tested. Enumerators are trained on data collection tools and methodology. A database is developed to enter the data, and then it is analyzed using different statistical software like Statistical Package for Social Sciences (SPSS). Report for the needs assessment is produced based on the findings. Outlines of a needs assessment report include the following:

First is the efficiency or the capability of a project to use its inputs to produce outputs, e.g. the organization, management of staff, funds, expertise, etc. are utilized to produce results. The key question here is whether the desired results were attained using the inputs.