ITEX 440 | More than 360 °| Just another WordPress weblog

On one of the HR forums we found this dilemma of a HR Specialist: are the results of employees’ assessments influenced by the support used in the evaluation? Are employees more reserved in front of the computer or in front of a piece of paper? As true consultants we will answer: it depends! It depends on the organization, on its history ... read more

Although implemented and praised more and more, the 360 degrees feedback has, as it should be, its critics. The majority seems to be convinced that instead of encouraging performance, the instrument only discourages it; by the same token it destroys it. Even though this scenario is truly apocalyptic, the main criticisms to this evaluation system should be analyzed: The first criticism: it ... read more

The multisource, circular feedback or 360 degrees evaluation (its proper name is 3 or 4D) represents a relatively new concept in managerial theory and practice, even though its grounds were successfully set during The Second World War. What does multisource or circular feedback mean? The multisource feedback is a method of evaluating employees, using more sources, multiple evaluators in different hierarchical and ... read more

The financial services company Top Factoring has finished evaluating the employees’ performances using ITEX 440. the evaluation focused on the last trimester of 2009 and had the goal to establish professional competences and abilities, specific behaviors, motivation and adhesion towards the company, on all hierarchical and functional levels. The objective of the assessment was to ensure an effective human capital, capable ... read more

We can look at the year that is about to finish with a critical eye: it’s been a tough year, that has taken all our energy and ideas, has rasped our nerves and exhausted our entire resources. We provoke you to see it in a positive manner, through another lens: 2009 was a good year, full of trial experiences, which made ... read more

We are already in the middle of our first implementation projects, up until now only You and Us implementations, which are extremely useful now, in the beginning as we have control of everything; however we can’t wait to have also ITEX 440 Myself implementations, as the chalanges will be different for sure. Here are some conclusions regarding the projects (there will ... read more

In any evaluation process, implicitly in the process of appreciating employees’ performances, there are a series of frequent errors. Knowing and identifying them helps optimizing the processes and improves the relevance of the information delivered in the end. Here is a list with the most frequent appreciation errors: Indulgence / severity consist in grouping grades on a value scale, only in ... read more

It took a little bit more than we expected, as the date set for the launch should have been 15th of September, then we hoped the big day would be at the beginning of October. The important thing is that we succeeded in finishing the tests and start the marketing and advertising efforts. Why took us so long? We needed to ... read more

Today ITEX 440 has been launched! A company’s economical performances are directly proportional with the performances of the people that form it. There can’t be set new objectives, the activity can’t be strategically planed, if the strongest and weakest points of the employees are totally unknown. That’s why ITEX 440 was created, as a managerial instrument both useful and necessary, which helps ... read more

In the recent past of local HR management, performance management didn’t exist as a concept, being assimilated by the evaluation of performance. In turn it consists in appreciating the degree in which the employee is fulfilling his/her responsibilities, in relation with the occupied position. In modern acceptation (at least theoretical, as practice is kind of a killer), performance evaluation has become ... read more