Employee performance reviews are much more than an annual meeting—they can serve as a great tool to align employees with the goals of the organization, provide feedback (in a constructive manner), and increase performance overall. However, many managers and HR professionals can sometimes be stumped on how to conduct reviews that are fair, motivating, and ultimately successful.
Human Resource teams bear one of the largest responsibilities for the organization as they pertain to managing employees. Employees will have numerous inquiries that need to be resolved - payroll inquiries, leave requests, etc., and they expect a timely response to these inquiries. But, with potentially hundreds of similar HR queries to manually respond to, it can be a time-consuming process for HR. This is where an HR Helpdesk can change the game. An HR Helpdesk is a simplified way to support employees, and to bring together all employee queries, automate responses, and provide transparency in HR communications. In today's digital workforce, having an HR Helpdesk is no longer an option; it is a requirement.
Businesses put a lot of effort into attracting,
As a world-class business location that offers a diverse workforce and favorable business conditions, the UAE has become a global hub for various industries, including finance, technology, hospitality, and manufacturing. In this ever-changing environment, organizations are recognizing the need for advanced HR solutions to manage their multiple talent pools, ensure compliance with labor legislations, and increase overall operational efficiency.
These days, with the rise of IT workspaces and cloud computing (including cloud-based HRMS), the need for an efficient
Ever thought about how companies evaluate employee performance? One widely used method is the Bell Curve in performance appraisal. This approach ranks employees by dividing them into three categories: high performers, average performers, and low performers. The rankings are displayed on a bell-shaped graph, which reflects the typical performance distribution within a workforce. Most employees are placed in the middle (average performers), while fewer occupy the extremes as either top or low performers.
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