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Nike uses performance appraisal which involves evaluating an employee's job performance against predefined goals, targets, or key performance indicators (KPIs). Managers or supervisors provide feedback on performance strengths and areas for improvement. It starts with assessing the employee's goals, job responsibility and objectives and then they assess the KPIs like job knowledge, quality of work, communication skills, and problem-solving abilities. They also use goal Setting and key result areas (KRAs) which is employing goal-setting techniques where employees collaborate with their managers to set specific, measurable, achievable, relevant, and time-bound (SMART) goals.

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Radisson Blu Employee Rewards Programme (Aditya Dharap)

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Radisson Blu Employee Rewards Programme (Aditya Dharap)

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Cafeteria
(629)

Free Food
(503)

Job Training
(407)

Soft Skill Training
(344)

Health Insurance
(335)

Free Transport
(256)

Team Outings
(204)

Education Assistance
(112)

Gymnasium
(97)

International Relocation
(77)

Work From Home
(54)

Child care
(52)

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Nike uses direct advertising method. This is done using electronic links with external internet-based recruitment companies. Consequently, they advertise on newspapers as well recruit Nike employees in jobs posted on the intranet

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Approaching passive candidates: this is where an employer or internal recruiter headhunts talented individuals across professional networking platforms. These individuals will not have expressed an interest in job hunting, but with the right incentives or perks they may be persuaded to take on a new role with a different employer.

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The Taj People's Philosophy uses a balanced score card system (BSS) to convey employee performance and links to group efforts. There is also a 360 degree feedback system where the subordinates evaluate their supervisors. Through appraisals Taj also uses the STAR system (Special Thanks and Recognition). This has 5 tiers and employees gain recognition through points accumulated. The parameters for these points are integrity, honesty, kindness, respect for customers, environmental awareness, teamwork, coordination, cooperation, initiative taking, trustworthiness, conviction and others. The Taj group not only wanted to assess its employees through the STAR system but also wanted them to feel like a part of the organization in the true sense. They encouraged their employees to give constructive suggestions and receive points for that. If the suggestions of the employees were not heeded within two days of making by the review committee, then too the employee received 20 ‘default points’. Along with it, they also received points through appreciation by customers, 'compliment-a-colleague' forums etc.

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Chipotle uses what they call a 4x4 conversation,which is a meeting that happens four times a year (at least) where managers ask employees four questions.
The four questions are:

What are your most significant accomplishments since we last met?

What are the most important things you will focus on before we meet next?

What obstacles are you encountering right now?

What can I do better or differently as your manager to support you?

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Internally ITC uses 3 main sources i.e promotion, transfer and demotion. ITC does this by having an accurate knowledge of the internal labour market and an accurate knowledge of employee performance for positively impacting employee morale. This helps to increase employee loyalty and commitment.

ITC uses 3 main external sources, which are highlighted below:
1) Unsolicited Applications: These are people who have submitted their CV to
the organization on a speculative basis. They are kept on file in the
organization and used as a source of suitable candidates when the occasion
arises.
2) ITC has developed links with Hotel Management Institutes to use as a recruitment source.
3) Recruitment Agencies: Contracting out the task of recruitment has had many benefits for ITC
4)

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Performance Bonuses: Many financial institutions, including J.P. Morgan, offer performance-based bonuses to reward employees for their individual or team performance. These bonuses are often tied to specific financial targets or metrics.

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investment banking companies such as Goldman Sachs use performance based pay as their mode of financial rewards. annual bonuses, revenue driven incentives and performance metrics. investment banks heavily emphasise on revenue generation, therefore offering employees financial rewards based off revenue production would motivate employees to work harder for the company and generate more revenue

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They need to be a US citizen and it helps to have experience in police work.
An HR specialist reviews your application to determine your eligibility. An applicant coordinator schedules your interview. Some specialized career paths may require additional assessments. After passing interviews and applicable assessments, receive a conditional offer for FBI employment.
It is a long and tedious process which involves thorough background checks.

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1. Customer Feedback: Collect feedback through customer interaction.

2. Taste Testing: Organize sessions for food enthusiasts to evaluate taste and presentation.

3. Health and Safety Inspections: Ensure compliance with hygiene regulations.

4. Operational Efficiency: Evaluate delivery or pickup times and order accuracy.

5. Employee Performance Evaluation: Review staff skills and customer interactions.

6. Comparison with Competitors: Benchmark against similar establishments in menu variety, pricing, and service quality.

7. Social Media and Online Presence: Online ordering and home deliveries on platforms like Swiggy.

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1. Local Job Boards: Advertise on regional job boards and websites.

2. Employee Referrals: Incentivize employees to refer candidates.

3. University Partnerships: Collaborate with local textile programs for talent sourcing.

4. Networking Events: Attend industry events to connect with potential candidates.

5. Provides employment for local house wives showing an ethical responsibility and appreciation towards their glowing community.

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Tesco uses advertising to recruit potential employees. It advertises in magazines, on television, google and radio, via websites and offline media. It uses social media, networking, word of mouth, SEO (social media optimization) which is making their vacancies visible across different portals to recruit labor. It is the most cost effective method and which also increases brand awareness.

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The hiring process at KFC is quick and easy.

For those applying for an in-store associate or cook position, you can apply in-store or online. Many applicants who apply in-store are interviewed and hired that same day. You should apply during non-peak hours when the hiring manager may have more bandwidth. The interview process at KFC typically begins with a phone interview, followed by an in-person interview with a hiring manager. They use methods such as:

Employee Referrals. ...

Job Boards/Job Postings. ...

Online Advertising. ...

Social Media.

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many luxury companies such as Chanel use headhunting or direct approach recruitment methods. they employ headhunters to recruit fashion designers, brand ambassadors, marketing and PR and retail management. for such luxury companies quality, brand image and marketing to promote brand value is very crucial. employing people who can add to your brand and help establish it in the market are the crux of the company. headhunting type of recruitment is the best type of recruitment method for this.

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Apple uses four recruitment methods to hire freshers . These methods include an online application, on campus placement, employee referrals, and hiring challenges.

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Uber uses a strategy called “T3 B3 process.” T3 B3 stands for “top three bottom three”, and it asks employees to list their top three qualities or strengths and bottom three areas that need improving. Goals are then derived from these answers and entered into a system which can be accessed by everyone; employees, managers, top executives, etc.

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The recruitment and selection process at Domino’s Pizza Group Ltd recruitment process consists of various stages and is dependent on the success rate of the vacancy. Suitable candidates are recruited based on how they fare in the interview after the initial screening. Domino's also finds their candidates via WhatsApp.

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Mojang is known to give their employees rare and special Minecraft capes for their work or loyalty to the company.

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Netflix uses the 360 degrees appraisal.
A 360-degree appraisal is a method of performance review. In this method, different parties, from employers to team members, analyse an employee's performance anonymously and provide one-on-one feedback later. It is comprehensive and informative on each employees strengths and areas for improvement

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Employee Benefits: Subway may provide a range of employee benefits, such as health insurance, retirement plans (like 401(k)), paid time off, employee discounts, and meal allowances. These benefits contribute to the overall financial well-being of employees and can enhance their job satisfaction.

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Apple measures employee performance against three categories: teamwork, innovation, and results. Goals are set from the top down, with each goal being broken down into cascading sets of goals that are personalized for each department and employee.

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Online Application: Pfizer typically accepts applications through their official website or through online job portals. Interested candidates can search for open positions and submit their applications along with their resumes and other required documents.

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Google uses Objectives and Key Results goal setting and management system which is better known by the acronym OKR. Objectives and key results is a goal-setting framework used by individuals, teams, and organizations to define measurable goals and track their outcomes. Google uses this system to set ambitious goals and track the employee progress

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360-Degree Feedback: This method gathers feedback from various sources, including supervisors, peers, subordinates, and sometimes even external stakeholders. It provides a comprehensive view of an employee's performance, strengths, and areas for improvement.

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many consulting firms such as BCG use assessment centre method as their appraisal method. this helps employees gain problem solving, analytical skills, teamwork and communication skills. essential elements of an assessment centre are job analysis, behavioural classification, multiple assessments, stimulation, multiple assessors, assessor training, recording behaviour, reports and data integration.

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Nvidia offers multiple benefits such as providing employees  access to medical advice and care from leading health care institutions around the world, a 401(k) retirement plan and discount Nvidia stocks for employees

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IBM uses position-specific short, scientific tests that are validated by experts instead of just the traditional interview system. They also provide real-time status updates and interview feedback to their candidates.

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Employee Referrals: McDonald's encourages its current employees to refer potential candidates for open positions. Employees may receive incentives or bonuses if their referral gets hired and successfully completes a probationary period

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In order to motivate and engage our employees, while also driving performance, adidas offers the following variable compensation plans: Short-Term Incentive (STI) programs, Profit participation program – ‘Champions Bonus’ (Germany), Long-Term Incentive (LTI) Plan for senior management.

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Market Comparison: This method involves comparing the Tesla vehicle you want to appraise with similar models that have been recently sold in the market. Factors such as the year, model, trim level, mileage, condition, and geographic location can influence the value. Online car marketplaces, dealership listings, and auction results can provide valuable data for comparison.

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Zuckerberg rewards employees that exceptionally surpass or meet their goals by doubling their stock option. However, if an employee performs poorly or consistently fails to meet goals they are suspended or terminated.

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Employee Referrals: Companies like Apple put heavy weight on referrals during the interview and recruitment process. Employee referral is a structured program that companies and organizations use to find talented people by asking their existing employees to recommend candidates from their existing networks.

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Provides greater incentives for employees by allocating $150 million for paying tuition fees for younger employees. This can motivate employees as well as provide great incentives to work. The negatives are the large amount of money bieng allocated to this instead of other areas. Mcdonalds has been in dire need for employees so it has adopted methods such as this

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Netflix uses a unique financial reward system called 'the keeper test', in which the management evaluates the necessity of the employee, and how much they should fight to 'keep' them. Based upon the results, Netflix provides both hefty salaries and another unique feature: equity; Netflix provides stock options to their employees for investment.

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They routinely reward employees with stock, product discounts and volunteering incentives. Additionally, they throw parties for their employees.

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Shriram Transport Finance (Yash & Saideep)

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Shriram Transport Finance (Yash & Saideep)

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1. Employee bonus for good performance: gives company shares and other financial benefits to its employees.

2. Health Insurance benefits: gives free health insurance to its employees' families.

3. Work from home policies: allows its employees to work from home, giving them freedom and work pleasure.

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Eligible professionals may opt for a fully loaded lease that covers insurance and maintenance for a three year period. Through their vendor, employees have access to discounts on variety of goods and services including groceries, apparels, movie tickets, electronics, vacations, and personal care items.

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Oracle offers a stock purchase plan that lets you purchase stocks at a discount.

Plus, as one former employee describes, “benefits are based upon a point system where you can pick and choose from a wide range of benefits … and convert the points into cash and contribute them to your pension.”

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Google uses an 'OKR' (objectives and key results) method to reward their employees, they set measurable goals to make progress seem achievable and also to provide a sense of growth. This is regulated using evaluation methods and regular check-ins

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employs a performance appraisal method called stack ranking where employees are ranked and the worst-performing ones are fired. This means that managers have to be prepared to defend the team members that they don't want to lose.