AeroSoft Corp: Top 50 #Keywords, #Hashtag to get a great Web Traffic for HR Managers by Ksheerja Nair HR Department Aircrews Aviation Pvt. Ltd.

Friday 14 August 2020

Top 50 #Keywords, #Hashtag to get a great Web Traffic for HR Managers by Ksheerja Nair HR Department Aircrews Aviation Pvt. Ltd.

Top 50 #Keywords, #Hashtag to get a great Web Traffic for HR Managers

Hashtags are a great way to increase your reach by self-selecting keywords. Hashtags, keywords are used to boost their recruiting strategies and follow with the trends. Website traffic refers to web users who visit a website. Some of the hashtags are,

1. #JobOpening

2. #JobTips

3. #Recruiting

4. #Hiring

5. #Joinourteam

6. #City names (like #Mumbai or #Pune)

7. #Industry keywords (like #Management)

8. #Job title keywords (like #HR)

9. #company name (#aircews aviation)

10. #work

11. #hiring

12. #jobsearch

13. #talent

14. #leadership

15. #carrer

16. #employement

17. #sucess

18. #management

19. #nowhiring

20. #interview

21. #humanresource management

22. #humanresource manager

23. #payroll

24. #training

25. #entreprenuer

26. #hrmanager

27. #humanresource training

28. #staffing

29. #jobposting

30. #jobhunt

31. #graduate

32. #postgraduate

33. #hrjobs

34. #carrerprogration

35. #motivation

36. #trainforskills

37. #workethics

38. #results

39. #business

40. #small business

41. #valuableorganizatiom

42. #keytosucess

43. #truthful

44. #rewards

45. #bonus

46. #workplace

47. #role

48. #interviwer

49. #employeeexperience

50. #companyculture

Performance evaluation- Various Styles, Techniques

Performance evaluation is the process of evaluating how effectively employees are fulfilling their job responsibilities and contributing to the accomplishment of organizational goals. Monitoring the employee’s behaviour and results, comparing the observed behaviour and results to expectations and measuring the match between them are performance evaluation a manager must do. A manager must also send feedback to the employees so that they can improve or upgrade their skills. Performance evaluation is extremely important to conduct in an organization, to understand how employees work in the organization. A comprehensive employee performance evaluation process often consists of different evaluation methods to help judge an employee’s performance. Using multiple techniques can help you get a broader perspective of the areas where your staff needs to improve and the steps you can take to support the growth of the employees. As opposed to the common belief, an employee performance evaluation process is not only beneficial to the organization, but also for the employees. This process includes the following,

i. Peer Review:

The process of peer review consists of taking anonymous feedback from colleagues, teammates, and peers on specific aspects of an employee’s performance. It provides a unique opportunity to study the employee skills and capabilities and help identify individual’s networking, leadership, occupational, and collaboration skills within an organization. Peer review is one of the strategies that many organizations and employee evaluation software use to enhance the traditional evaluation process.

ii. Self-Evaluation:

Self-evaluation is a vital activity to help make your appraisal process more efficient. When done properly, it can provide several key inputs to the organization. This method offers a chance for employees to play an active role in their evaluation process. When self-evaluation is developed as an integral part of the review process, it encourages employees to incessantly evaluate themselves throughout the year leading to a maximum achievement of the company’s goals.

iii. Quantitative Evaluation:

Quantitative evaluation is based upon statistics and uses various standards to track productivity. The process begins with the formulation of company standards against which employee’s data can be measured Some of the quantitative standards against which the employee's performance can be compared are cost standards, time standards, income standards, ROI, productivity, and market share standards. The data can be used to evaluate a company’s goals and also provide a foundation for awarding promotion or raises.

iv. Qualitative Evaluation:

A qualitative evaluation focuses on the performance areas that can be visually observed, but not measured in numbers like teamwork, communication skills, and absenteeism. The qualitative evaluation is prepared by observing the employee during the workday and gathering descriptive, long-form information comments on their work behaviour.

v. 360-degree feedback:

360-degree feedback appraisal method provides a chance for all employees to submit their views and contribute towards the business goal. Under this method, a questionnaire is prepared which contains aspects such as teamwork, leadership qualities, goal orientation, motivation level, adaptability, etc. and the relevant person is asked to fill this questionnaire The feedback helps employees to gain insight on how other employees perceive their work and motivates them to work hard to realize the company’s objectives.

vi. Competency on scale:

This is one of the most commonly used employee performance evaluation techniques. Under this method, the individual’s performance in various areas of job duties is graded on a scale. A wide range of criteria, including productivity, customer service, teamwork, quality of work, concern for safety, etc. are evaluated. This method can be accomplished with letters or numbers and it usually consists of a range, moving from unsatisfactory to outstanding. This method also allows employers to simultaneously evaluate several employees.

vii. Continuous feedback:

Continuous feedback, in essence, is a method of ongoing feedback. It is designed to take the place of the annual performance review. It is also essential to note that continuous feedback is not only ongoing feedback.

List of Top HR Management Business Schools of Asia

· Xi-an Jiaotong University (China)

· United Arab Emirates University, College of Business and Economics (UAE)

· Hanyang University (South Korea)

· National University of Singapore

· International Management Institute (India)

· United International Business School (Japan)

· MBA in Human Resource Management (Dubai)

· Master in Human Resource Development (Malaysia)

· Tata Institute of Social Science TISS (India)

· Symbiosis Centre for Management and Human Resource Development (SCMHD) (Pune, India)

Ksheerja Nair