Through the assessment and evaluati

Through the assessment and evaluating process, the Nestle leader can easy to identify and understand the recent problems from the employees and from the others factors inside the company. But more than that, Nestle has to understand their strength and their weakness develop what they had and improve what they hadn’t, is the best solution for Nestle to create the long-term strategy and satisfy the customers as much as they could.
Even though, I’ve provided the information about assessments and feedback in the previous part, however in this part, I would like to add some detail, some additional point which Nestle may concern about when they using assessments to evaluate their process in business.
Choose the right time: choosing the time to provide the feedback is the first important thing, because the feedback is supposed to give while the employee is feeling comfortable. And the feedback also should be provided in a limited of times in a specific period, in Nestle, the company should give feedback to their employee when they feel good, avoid the situation of pressure, stressful and unhealthy because of after that, the feedbacks will be more sensitive in feeling than the real situation of business. Sometimes, feedback is the way to motivate Nestle employees, so choosing the time and provide the feedback is also very important.
Start with positive: feedback in some cases is the negative way to start the assessments or evaluations, so the point here is Nestle supposes to train their people in management position to understand how important of starting an conversation, an evaluation in positive, with the positive attitude, the employees are now open their mind to share, to contribute and to listen to each other’s. Positive attitude not only valuable in HR department, it also is a best tool for problems solving for several areas in Nestle, with the friendly and open attitude, now both employers and employees feel comfortable and the assessment process will goes easier.
Focus on behavior: in the evaluation process, the assessment not only concentrates in the goals or results, in also focuses on how people react in their jobs and the behavior for dealing with problems, as I’ve mentioned, Nestle leaders should tell their staffs which skill they might improve, in communication, administrative etc. Because of in Nestle perform the best result and over standing behaviors are one of the best way to get promoted to higher position.
Be accurate: in reality scenario, Nestle wants to direct their employees to the better performance; this showed very clearly in this field, based on the 360 Degree feedback, Nestle now has ability to predict the future situation, that makes the employees feel safety in somehow, because of every activities from the company are under control, so the employee don’t have to face with risky while doing their job.
Close with encouragement: in Nestle and every company in the world, the encouragement is very important, it show people one thing, that the leader, the company cares about them, for not only when they success, when they make mistakes either. Nestle also, caring people is one of the missions of HR Department in order to help them feel better and improve the performance in the future, the employee feel they are cared by their manager, they will had a motivation for not making mistakes again and more opportunities for the better contribution.

Kết quả (Việt) 1:

Thông qua việc đánh giá và đánh giá quá trình, Nestle lãnh đạo có thể dễ dàng để xác định và hiểu các vấn đề gần đây từ các nhân viên và từ những người khác yếu tố bên trong công ty. Nhưng nhiều hơn thế, Nestle có để hiểu sức mạnh của họ và điểm yếu của họ phát triển những gì họ đã và cải thiện những gì họ đã không, là giải pháp tốt nhất cho Nestle để tạo ra chiến lược dài hạn và đáp ứng các khách hàng nhiều như họ có thể. Mặc dù, tôi đã cung cấp thông tin về đánh giá và phản hồi ở phía trước, Tuy nhiên trong phần này, tôi muốn thêm một số chi tiết, một số điểm bổ sung mà Nestle có thể quan tâm về khi họ sử dụng đánh giá để đánh giá quá trình của họ trong kinh doanh.Chọn đúng thời điểm: chọn thời gian để cung cấp thông tin phản hồi là điều quan trọng đầu tiên, bởi vì thông tin phản hồi là nghĩa vụ phải cung cấp cho trong khi các nhân viên cảm thấy thoải mái. Và thông tin phản hồi cũng nên cung cấp trong giới hạn một lần trong một cụ thể, trong Nestle, công ty nên cung cấp cho thông tin phản hồi cho nhân viên của họ khi họ cảm thấy tốt, tránh vị trí của áp lực, căng thẳng và không lành mạnh vì sau đó, các phản hồi sẽ nhạy cảm hơn trong cảm giác hơn tình hình thực tế của doanh nghiệp. Đôi khi, thông tin phản hồi là cách để thúc đẩy nhân viên Nestle, vì vậy việc lựa chọn thời gian và cung cấp thông tin phản hồi là cũng rất quan trọng. Start with positive: feedback in some cases is the negative way to start the assessments or evaluations, so the point here is Nestle supposes to train their people in management position to understand how important of starting an conversation, an evaluation in positive, with the positive attitude, the employees are now open their mind to share, to contribute and to listen to each other’s. Positive attitude not only valuable in HR department, it also is a best tool for problems solving for several areas in Nestle, with the friendly and open attitude, now both employers and employees feel comfortable and the assessment process will goes easier. Focus on behavior: in the evaluation process, the assessment not only concentrates in the goals or results, in also focuses on how people react in their jobs and the behavior for dealing with problems, as I’ve mentioned, Nestle leaders should tell their staffs which skill they might improve, in communication, administrative etc. Because of in Nestle perform the best result and over standing behaviors are one of the best way to get promoted to higher position.Be accurate: in reality scenario, Nestle wants to direct their employees to the better performance; this showed very clearly in this field, based on the 360 Degree feedback, Nestle now has ability to predict the future situation, that makes the employees feel safety in somehow, because of every activities from the company are under control, so the employee don’t have to face with risky while doing their job. Close with encouragement: in Nestle and every company in the world, the encouragement is very important, it show people one thing, that the leader, the company cares about them, for not only when they success, when they make mistakes either. Nestle also, caring people is one of the missions of HR Department in order to help them feel better and improve the performance in the future, the employee feel they are cared by their manager, they will had a motivation for not making mistakes again and more opportunities for the better contribution.