Some months ago I had to send back a feather jacket to a manufacturer as I was not so happy with its color. I took the original box put in the jacket, seal it and went to the post office. Arriving at the counter with it the officer told me that I have to cover it with paper, seal/strengthen it with a rope and write all addresses on it. I asked whether they have anything readymade for this purpose (just thought I am not the only alien trying to do this). They answered NO (not surprised yet) but they were kind enough to indicate a stationary shop within a 100 meters reach where I might find some helpful people. I went there and they were really helpful. For about RON 5 (€1.2) I got it packed, sealed and written. I went back and I was asked to fill in a form. It took me about 10 minutes to do the job (I hate writing on forms as I always make mistakes). I handed it to the officer and then she returned it to me saying that for parcels insured for more than RON 500 (€120, mine was RON 600) the parcel has to be covered in cloth and not in paper and be sewed at all junctions. That was the moment I started to get really nervous. But having no choice, the time investment has been made already, I wrote another form (this time quicker than 10 minutes) where I declared value of 500 only. It all went well after that. I paid the total dues around RON7. (more…)

I happened to have a question whether 360° feedback shall be used as an “unequivocal” instrument in evaluating performance of managers.

Although at the first sight seems quite a good idea I have my doubts as whether it will provide a real value in evaluating performance of managers, especially in creating a link between rewards of managers for their activity and 360° feedback results.

Here there are a couple of reasons why: (more…)

A coment posted on: http://social.eyeforpharma.com/story/demonstrating-impact-training-and-development-programs-sfe

I do have a couple of comments on this interesting article, most of them actually building on Nick Pope’s (my regards for a beautiful workshop led in Barcelona SFE conference in spring 2008) ideas and insights.

One of the obstacles I see in measuring the effectiveness of T&D programs is a language conflict at the top. Senior executives (others than HR) are too much financially oriented. They want to see how much they get for how much they pay and less about others. HR executives in their attempt to comply with this and are looking for programs that have some kind of proof in this regard. In between is the sales executive who has to implement with little involvement in the equation (I am speaking about the real implementers in field). Actually there is a little room for articulating a vision about desired competences and specific processes to reach and certify them. Without such vision sales people often have the chance to witness one totally new training rollout or initiative every 2-3 years. Many of them are made to look like something totally new and are implemented as if no previous skill or training has been recorded earlier. (more…)