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2. 360-degree feedback - Wikipedia

   en.wikipedia.org/wiki/360-degree_feedback

   360-degree feedback can include input from external sources who interact with the employee (such as customers and suppliers), subordinates, peers, and supervisors. It differs from traditional performance appraisal, which typically uses downward feedback delivered by supervisors employees, and upward feedback delivered to managers by subordinates.

3. Performance appraisal - Wikipedia

   en.wikipedia.org/wiki/Performance_appraisal

   A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to "PA", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about ...

4. File:Employee Performance Review Template.pdf - Wikipedia

   en.wikipedia.org/wiki/File:Employee_Performance...

   This report will give to your manager the information she needs in order to ensure that the team has Adequate skills and knowledge, Works efficiently and Establishes a Healthy communication climate, (thereby fulfilling the basic requirements for a projectised and employee empowering organization).

5. HR executives from Google Cloud, EY, and Salesforce ... - AOL

   www.aol.com/finance/hr-executives-google-cloud...

   Finally, companies must prioritize skills as a vital asset, with HR and business leaders collaborating to identify future talent needs and mapping the skills essential for success in an AI-driven ...

6. A 10-year study just came out with a list of the most ... - AOL

   www.aol.com/2016-08-24-a-10-year-study-just-came...

   Superbosses are leaders that know that the foundation for any organization to thrive is to help their people develop into other superbosses.

7. Organization development - Wikipedia

   en.wikipedia.org/wiki/Organization_development

   Employees assume personal responsibility and accountability for the outcomes of their work. Employees monitor their own performance and seek feedback on how well they are accomplishing their goals. Employees manage their performance and take corrective action when necessary to improve their and the performance of other group members.