4
Jul

2017

posted by Deepak Dhawan | blog | Comments:

Talent3sixty has completed over 10,000 feedback reports. These have been conducted in over 25 Companies. The assessments have been done on various competency models, which Clients have developed for themselves. To get a better understanding of aggregate results, we converted the individual client specific competency models into the Talentonic Leadership model and plotted the ratings of 10,000 plus feedback seekers onto the Talentonic Leadership Model. […] +more

27
Feb

2017

posted by Deepak Dhawan | blog | Comments:

Designing an organisation structure is the job of an architect.In fact there are fewer organisations where HR is seriously involved in organisation structure work. This is normally delegated to business leaders who have objectives to achieve and get to decide resources to throw behind the objectives. The result is called an Organisation Structure. […] +more

23
May

2016

posted by Deepak Dhawan | blog | Comments:

It’s a performance management system. Not a compensation management system. Managing your compensation smartly was never the objective. Helping teams to improve their performance was the objective. Assessment of performance was supposed to be 10% of the job. The remaining 90% was aligning teams, making sure that we chase the right stuff, coaching for high […] +more

24
Aug

2015

posted by Deepak Dhawan | blog | Comments:

My first interaction with the Indian auto component industry was about 15 years ago when I was at Royal Enfield Motors & then Eicher Goodearth. The auto industry was going through the first wave of modernization of thinking and TQM and Japanese manufacturing practices were beginning to look interesting though a bit theoretical. […] +more

19
Mar

2015

posted by Deepak Dhawan | blog | Comments:

Mr. Ram Charan’s, “Its time to split HR” is doing the rounds on the Internet. The reason why I groan is because there is absolutely nothing new and novel about the views expressed by Mr. Ram Charan or the solution(s) suggested by him and I hope we do not get into a spate of hectic workshop activity and dialogue on how HR can be made more relevant […] +more

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  • We are implementation focussed

    Talent3sixty has completed over 10,000 feedback reports. These have been conducted in over 25 Companies. The assessments have been done on various competency models, which Clients have developed for themselves. To get a better understanding of aggregate results, we converted the individual client specific competency models into the Talentonic Leadership model and plotted the ratings of 10,000 plus feedback seekers onto the Talentonic Leadership Model. […]