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The 360 degrees approach when it comes to evaluation implies collecting feedback about an employee from all perspectives – all parties an employee comes in contact with during his or her daily activity. Such evaluation requires a well implemented software tool in order to gather all data from peers, subordinates, colleagues from other departments, clients, immediate superior and top management.
Nowadays, in the highly competitive business environment, performance has become both an aim and a desideratum for companies. In order to thrive and perform well at organizational level, a company needs motivated employees.
In today’s challenging business environment, it is a prerequisite to achieve a human capital advantage in order to ensure business success. This has led to an interest in the development of tools to measure the value and impact of human capital. Some of the human capital Key Performance Indicators (KPIs) and their possible uses are listed in the graphic above.
An HR Shared Service’s role is to manage employee relations and provide a standardized customer services for personnel regardless of their location. For a better service delivery, large companies automate most of their processes. Moreover, integrating technology at a high level allows HR professionals to focus more on important tasks and allocate less time for transactional matters.
Professional success, and the entailed performance, both start with the standard issue interview. To this effect, there is a set of seemingly benign, rudimentary questions that can deviate a potentially good career trajectory, and which the interviewee needs to navigate cautiously. The smart way to overcome this obstacle, and have the best performance, is to focus on the fine details, the allegedly unimportant issues and develop a best strategy for personal presentation. 
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