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	<title>Talent Junction - An HR Blog &#187; HR Best Practices</title>
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	<description>Blogging Ideas for Human Resources</description>
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			<item>
		<title>Managing Non-Performers</title>
		<link>http://www.empxtrack.com/blog/06/managing-non-performers/</link>
		<comments>http://www.empxtrack.com/blog/06/managing-non-performers/#comments</comments>
		<pubDate>Mon, 07 Jun 2010 12:26:58 +0000</pubDate>
		<dc:creator>Maj. Gen. B.K. Bhatia</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[Performance Management]]></category>

		<guid isPermaLink="false">http://www.empxtrack.com/blog/?p=168</guid>
		<description><![CDATA[Introduction
Organizations focus mostly on managing high performers, probably as a risk mitigation measure.
After all the high-performers are considered as the drivers of business and their retention is a high priority for the organization.
This article, however, examines how to manage non-performers which may sometimes be 10-20% of your employee strength.
Who are non-performers ?
Are non-performers those who

Do [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/06/managing-non-performers/feed/</wfw:commentRss>
		<slash:comments>30</slash:comments>
		</item>
		<item>
		<title>Utilizing Employee Performance Appraisal Systems optimally?</title>
		<link>http://www.empxtrack.com/blog/05/utilizing-employee-performance-appraisal-system/</link>
		<comments>http://www.empxtrack.com/blog/05/utilizing-employee-performance-appraisal-system/#comments</comments>
		<pubDate>Mon, 24 May 2010 15:09:55 +0000</pubDate>
		<dc:creator>Maj. Gen. B.K. Bhatia</dc:creator>
				<category><![CDATA[Employee Appraisals]]></category>
		<category><![CDATA[HR Best Practices]]></category>

		<guid isPermaLink="false">http://www.empxtrack.com/blog/?p=166</guid>
		<description><![CDATA[Introduction
An employee performance appraisal process runs a few times during the year. If designed appropriately, significantly more information can be captured and analyzed by organizations. This may require some modifications to the appraisal instrument such that it can be used for employee feedback, self development and studying the rating patterns of supervisors besides a host [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/05/utilizing-employee-performance-appraisal-system/feed/</wfw:commentRss>
		<slash:comments>24</slash:comments>
		</item>
		<item>
		<title>Checklist for HR Effectiveness</title>
		<link>http://www.empxtrack.com/blog/05/checklist-for-hr-effectiveness/</link>
		<comments>http://www.empxtrack.com/blog/05/checklist-for-hr-effectiveness/#comments</comments>
		<pubDate>Sat, 22 May 2010 05:51:31 +0000</pubDate>
		<dc:creator>Maj. Gen. B.K. Bhatia</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>

		<guid isPermaLink="false">http://www.empxtrack.com/blog/?p=165</guid>
		<description><![CDATA[This survey is a self-help tool that can help you gauge the effectiveness of your HR function. The following steps need to be followed to use the tool.

Select the size of your organization.
Check the statements that you believe are applicable and leave the others blank.
Click on the &#8216;Calculate HR Effectiveness&#8217; button at the bottom of [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/05/checklist-for-hr-effectiveness/feed/</wfw:commentRss>
		<slash:comments>7</slash:comments>
		</item>
		<item>
		<title>I Interviewed and the Recruiter Won&#8217;t Get Back to Me</title>
		<link>http://www.empxtrack.com/blog/05/i-interviewed-and-the-recruiter-wont-get-back-to-me/</link>
		<comments>http://www.empxtrack.com/blog/05/i-interviewed-and-the-recruiter-wont-get-back-to-me/#comments</comments>
		<pubDate>Fri, 14 May 2010 12:33:41 +0000</pubDate>
		<dc:creator>Tushar Bhatia</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>

		<guid isPermaLink="false">http://www.empxtrack.com/blog/?p=159</guid>
		<description><![CDATA[I recently read a great blog post by  					Suzanne Lucas at the URL I Interviewed and the Recruiter Won&#8217;t Get Back to Me
What Suzanne talks about is the suspense a candidate faces post an interview. In todays job market where jobs are scarce, each person wants to hear the results and then make choices [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/05/i-interviewed-and-the-recruiter-wont-get-back-to-me/feed/</wfw:commentRss>
		<slash:comments>4</slash:comments>
		</item>
		<item>
		<title>Employee Training: A Management Perspective</title>
		<link>http://www.empxtrack.com/blog/05/employee-training-a-management-perspective/</link>
		<comments>http://www.empxtrack.com/blog/05/employee-training-a-management-perspective/#comments</comments>
		<pubDate>Mon, 10 May 2010 11:45:37 +0000</pubDate>
		<dc:creator>Maj. Gen. B.K. Bhatia</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[HR Technology]]></category>
		<category><![CDATA[Human Resources]]></category>

		<guid isPermaLink="false">http://www.empxtrack.com/blog/?p=157</guid>
		<description><![CDATA[How does the management view employee training and what do they expect from it? This was a question which intrigued us; we wanted to understand how senior employees looked at the training function from a strategic perspective.
This article captures our discussions with employees in Operations, Management, HR &#38; Training departments. We wanted to understand what [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/05/employee-training-a-management-perspective/feed/</wfw:commentRss>
		<slash:comments>28</slash:comments>
		</item>
		<item>
		<title>Getting the Performance Appraisal Right</title>
		<link>http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/</link>
		<comments>http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/#comments</comments>
		<pubDate>Tue, 20 Apr 2010 06:27:42 +0000</pubDate>
		<dc:creator>Tushar Bhatia</dc:creator>
				<category><![CDATA[Employee Appraisals]]></category>
		<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[HR Technology]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Performance Management]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=134</guid>
		<description><![CDATA[Most companies want to appraise their employees on a periodic basis and their Human Resources department is generally responsible to manage this process. I have often seen that the buy-in and participation from the Line managers is not as much as one would expect. Based on my meetings with a large number of HR managers, [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/feed/</wfw:commentRss>
		<slash:comments>39</slash:comments>
		</item>
		<item>
		<title>Variable Incentive Plans: A Motivation &amp; Retention tool</title>
		<link>http://www.empxtrack.com/blog/04/variable-incentive-plans-a-motivation-retention-tool/</link>
		<comments>http://www.empxtrack.com/blog/04/variable-incentive-plans-a-motivation-retention-tool/#comments</comments>
		<pubDate>Tue, 06 Apr 2010 11:49:10 +0000</pubDate>
		<dc:creator>Tushar Bhatia</dc:creator>
				<category><![CDATA[Compensation Planning]]></category>
		<category><![CDATA[Employee Rewards]]></category>
		<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[HR Technology]]></category>
		<category><![CDATA[Payroll]]></category>
		<category><![CDATA[Performance Management]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=131</guid>
		<description><![CDATA[Since the past two years Variable Incentives did not work very well since most employees wanted the security of a high base-pay and meeting targets was largely unpredictable. The economy is on an up-swing again and employers &#38; employees see new opportunities for increasing incomes.
Organizations want to curtail their fixed costs, hence salaries may not [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/04/variable-incentive-plans-a-motivation-retention-tool/feed/</wfw:commentRss>
		<slash:comments>22</slash:comments>
		</item>
		<item>
		<title>ROI on automating the Payroll Function</title>
		<link>http://www.empxtrack.com/blog/01/benefits-of-payroll-software-automation/</link>
		<comments>http://www.empxtrack.com/blog/01/benefits-of-payroll-software-automation/#comments</comments>
		<pubDate>Wed, 06 Jan 2010 12:52:47 +0000</pubDate>
		<dc:creator>Tushar Bhatia</dc:creator>
				<category><![CDATA[Compensation Planning]]></category>
		<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[HR Technology]]></category>
		<category><![CDATA[Payroll]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=123</guid>
		<description><![CDATA[
It is difficult to anticipate the benefits of taking your payroll online. This was a challenge faced by one of our recent customers where the HR department found it challenging to estimate the ROI derived from implementation of an integrated Payroll software. 
This article describes some of the benefits analyzed and presented to the senior [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/01/benefits-of-payroll-software-automation/feed/</wfw:commentRss>
		<slash:comments>51</slash:comments>
		</item>
		<item>
		<title>What Web 2.0 and SaaS Software offer that Legacy ERPs do not provide?</title>
		<link>http://www.empxtrack.com/blog/10/benefits-advantages-web-2-saas-software-vs-legacy-erps/</link>
		<comments>http://www.empxtrack.com/blog/10/benefits-advantages-web-2-saas-software-vs-legacy-erps/#comments</comments>
		<pubDate>Tue, 27 Oct 2009 07:46:10 +0000</pubDate>
		<dc:creator>Gireesh Sharma</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[HR Technology]]></category>
		<category><![CDATA[HRMS (HRIS)]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=114</guid>
		<description><![CDATA[In the last few years, Web 2.0 and SaaS have captured a significant portion of the market led by legacy ERP systems. Even large enterprises (which only showered their love on ERPs) are now accepting the value of SaaS application over legacy ERPs.
A survey about SaaS conducted in August 2009 by Business Week Research Services [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/10/benefits-advantages-web-2-saas-software-vs-legacy-erps/feed/</wfw:commentRss>
		<slash:comments>7</slash:comments>
		</item>
		<item>
		<title>Employee termination or firing &#8211; HR&#8217;s role is critical!</title>
		<link>http://www.empxtrack.com/blog/09/role-hr-employee-termination-firing-rules-practices-litigations/</link>
		<comments>http://www.empxtrack.com/blog/09/role-hr-employee-termination-firing-rules-practices-litigations/#comments</comments>
		<pubDate>Tue, 22 Sep 2009 08:45:23 +0000</pubDate>
		<dc:creator>Gireesh Sharma</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[hr laws]]></category>
		<category><![CDATA[litigations]]></category>
		<category><![CDATA[performance evaluations]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=105</guid>
		<description><![CDATA[Termination or firing employees at work is a not-so-liked but mandatory process at business. All businesses big or small at time terminate or fire employee because of business compulsions. However, the recent downturn has accelerated the employee termination largely due to financial and performance problems.
Decision to fire an employee is never welcomed, however, there are [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/09/role-hr-employee-termination-firing-rules-practices-litigations/feed/</wfw:commentRss>
		<slash:comments>3</slash:comments>
		</item>
		<item>
		<title>Importance of HR Data for a CEO</title>
		<link>http://www.empxtrack.com/blog/08/ceo-needs-hr-reports-investors-vc-funding-ipo-top-questions/</link>
		<comments>http://www.empxtrack.com/blog/08/ceo-needs-hr-reports-investors-vc-funding-ipo-top-questions/#comments</comments>
		<pubDate>Mon, 10 Aug 2009 06:53:57 +0000</pubDate>
		<dc:creator>Gireesh Sharma</dc:creator>
				<category><![CDATA[Employee Appraisals]]></category>
		<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[HR Technology]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Motivation]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[HR Questions]]></category>
		<category><![CDATA[HR Software]]></category>
		<category><![CDATA[Oracle]]></category>
		<category><![CDATA[PeopleSoft]]></category>
		<category><![CDATA[Performacne Management System]]></category>
		<category><![CDATA[SAP]]></category>
		<category><![CDATA[Venture Capitalists]]></category>
		<category><![CDATA[WorkDay]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=101</guid>
		<description><![CDATA[I used to believe that HR Data was useful for HR Departments only since the department was responsible for employee development &#38; management activities. Alternately, the CFO and CEO were only interested in metrics such as cost of hire, total compensation, cost for training etc which were more oriented towards financial goals and treated employee [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/08/ceo-needs-hr-reports-investors-vc-funding-ipo-top-questions/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>Strategic Benefits of Online Leave Management System</title>
		<link>http://www.empxtrack.com/blog/07/strategic-benefits-of-online-leave-management-system/</link>
		<comments>http://www.empxtrack.com/blog/07/strategic-benefits-of-online-leave-management-system/#comments</comments>
		<pubDate>Thu, 23 Jul 2009 15:42:56 +0000</pubDate>
		<dc:creator>Gireesh Sharma</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[HR Technology]]></category>
		<category><![CDATA[HRMS (HRIS)]]></category>
		<category><![CDATA[Human Resources]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=97</guid>
		<description><![CDATA[Leave Management is one of the most important HR processes, that consumes a small but significant portion of managerial time. While managers are usually overloaded with projects &#38; hunger for resources, approving subordinates leaves is a tight rope walk. On one hand HR has to ensure compliance with leave policy &#38; ensure availability of sufficient [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/07/strategic-benefits-of-online-leave-management-system/feed/</wfw:commentRss>
		<slash:comments>23</slash:comments>
		</item>
		<item>
		<title>Web 2.0 and SaaS for Human Resource Managers</title>
		<link>http://www.empxtrack.com/blog/07/web-2-and-saas-for-human-resource-managers-and-hr/</link>
		<comments>http://www.empxtrack.com/blog/07/web-2-and-saas-for-human-resource-managers-and-hr/#comments</comments>
		<pubDate>Mon, 06 Jul 2009 11:20:41 +0000</pubDate>
		<dc:creator>Gireesh Sharma</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[HR Technology]]></category>
		<category><![CDATA[Human Resources]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=94</guid>
		<description><![CDATA[Recently we were asked by “People and Management” a popular HR  magazine  in India to explain Web 2.0 and SaaS  to their readers who are mainly senior HR Folks, CEOs and other management profiles. Our thoughts were published in the magazine as an article titled &#8220;Web 2.0 and The SaaS Factor for [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/07/web-2-and-saas-for-human-resource-managers-and-hr/feed/</wfw:commentRss>
		<slash:comments>38</slash:comments>
		</item>
		<item>
		<title>Writing SMART Goals (also called KRAs) from Job Descriptions</title>
		<link>http://www.empxtrack.com/blog/04/how-to-write-goals-kras-for-sales-marketing-hr-it-finance/</link>
		<comments>http://www.empxtrack.com/blog/04/how-to-write-goals-kras-for-sales-marketing-hr-it-finance/#comments</comments>
		<pubDate>Tue, 14 Apr 2009 14:16:28 +0000</pubDate>
		<dc:creator>Gireesh Sharma</dc:creator>
				<category><![CDATA[Goal Setting]]></category>
		<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[HR Technology]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Performance Management]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=88</guid>
		<description><![CDATA[Many Managers (Including HR managers responsible for writing others Goals) often ask to help them on creating Goals (Key Responsibility Areas)  for different designations, which they can use for setting Goals and/or conducting performance appraisals. While most of these managers are completely aware of their job profile, they find it difficult to shape it [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/04/how-to-write-goals-kras-for-sales-marketing-hr-it-finance/feed/</wfw:commentRss>
		<slash:comments>47</slash:comments>
		</item>
		<item>
		<title>Successfactors of a Leader – Remembering Names</title>
		<link>http://www.empxtrack.com/blog/12/successfactors-of-hr-manager-business-leader/</link>
		<comments>http://www.empxtrack.com/blog/12/successfactors-of-hr-manager-business-leader/#comments</comments>
		<pubDate>Wed, 10 Dec 2008 09:32:20 +0000</pubDate>
		<dc:creator>Gireesh Sharma</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[HRMS (HRIS)]]></category>
		<category><![CDATA[Human Resources]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=65</guid>
		<description><![CDATA[Sometimes back I wrote a post &#8216;What’s in the name? SuccessFactors for HR&#8216; where I mentioned the special skill of an HR manager who knows every employee by name. While I was reviewing a new feature in the software EmpXtrack, called Employee Hierarchy (similar to an Organization Chart), I recollected a motivating incident.
It was in [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/12/successfactors-of-hr-manager-business-leader/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Ten Tips For Downsizing with Grace in Difficult Economic Times</title>
		<link>http://www.empxtrack.com/blog/11/downsizing-grace-difficult-economic-times-financial-crisi/</link>
		<comments>http://www.empxtrack.com/blog/11/downsizing-grace-difficult-economic-times-financial-crisi/#comments</comments>
		<pubDate>Wed, 26 Nov 2008 10:37:32 +0000</pubDate>
		<dc:creator>Gireesh Sharma</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[HR Technology]]></category>
		<category><![CDATA[Performance Management]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=55</guid>
		<description><![CDATA[Difficult economic times call for tough calls, and, downsizing is one of the toughest calls that leadership and HR have to take. Though downsizing is the most hated task and nobody wants to do it; it is a necessary evil for saving a company from an economic collapse.
With little efforts organizations can minimize the effect [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/11/downsizing-grace-difficult-economic-times-financial-crisi/feed/</wfw:commentRss>
		<slash:comments>17</slash:comments>
		</item>
		<item>
		<title>Top Ten Bad HR Practices</title>
		<link>http://www.empxtrack.com/blog/10/top-ten-bad-hr-practices/</link>
		<comments>http://www.empxtrack.com/blog/10/top-ten-bad-hr-practices/#comments</comments>
		<pubDate>Tue, 14 Oct 2008 09:08:19 +0000</pubDate>
		<dc:creator>Maj. Gen. B.K. Bhatia</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Motivation]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=48</guid>
		<description><![CDATA[Every body  talks about the best HR practices, it is good, but merely bringing in the best  cannot give the desired results if  some Bad HR practices co-exist in the organization. So what are those Top Ten Bad HR practices  which caution &#38; alert an organization.
1. Employee has no access to [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/10/top-ten-bad-hr-practices/feed/</wfw:commentRss>
		<slash:comments>7</slash:comments>
		</item>
		<item>
		<title>Invite your CEO to wear HR&#8217;s Shoes</title>
		<link>http://www.empxtrack.com/blog/09/human-resource-management-and-ceo/</link>
		<comments>http://www.empxtrack.com/blog/09/human-resource-management-and-ceo/#comments</comments>
		<pubDate>Mon, 29 Sep 2008 09:25:43 +0000</pubDate>
		<dc:creator>Gireesh Sharma</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Motivation]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=42</guid>
		<description><![CDATA[I posted one of the Talent Junction blog posts to CiteHR.com titled &#8220;How HR Manager can improve Performance&#8220;. It was very well received by the HR community (Read by 2,879 HR professionals and 54 posted thank you comments and still continuing.) One of the HR professionals on reading this post sent a very interesting email [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/09/human-resource-management-and-ceo/feed/</wfw:commentRss>
		<slash:comments>5</slash:comments>
		</item>
		<item>
		<title>Leadership insights on “Budgeting for Growth”</title>
		<link>http://www.empxtrack.com/blog/09/human-resources-budget-suggestion/</link>
		<comments>http://www.empxtrack.com/blog/09/human-resources-budget-suggestion/#comments</comments>
		<pubDate>Fri, 26 Sep 2008 09:04:51 +0000</pubDate>
		<dc:creator>Maj. Gen. B.K. Bhatia</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[HR Technology]]></category>
		<category><![CDATA[Human Resources]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=37</guid>
		<description><![CDATA[I was invited to a attend a seminar conducted by a local chapter of a management group. The conference was titled &#8220;Budgeting for Growth&#8221; where experts and industry leaders were invited to share their views on optimizing budgets for Marketing, Infrastructure, Information Technology and HR.  Since my interest is in the area of HR, [...]]]></description>
		<wfw:commentRss>http://www.empxtrack.com/blog/09/human-resources-budget-suggestion/feed/</wfw:commentRss>
		<slash:comments>7</slash:comments>
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		<item>
		<title>What the hell has an “Axe” to do with Performance Management business?</title>
		<link>http://www.empxtrack.com/blog/09/training-and-development-improves-performance/</link>
		<comments>http://www.empxtrack.com/blog/09/training-and-development-improves-performance/#comments</comments>
		<pubDate>Tue, 23 Sep 2008 14:02:20 +0000</pubDate>
		<dc:creator>Gireesh Sharma</dc:creator>
				<category><![CDATA[HR Best Practices]]></category>
		<category><![CDATA[Motivation]]></category>

		<guid isPermaLink="false">http://empxtrack.com/blog/?p=34</guid>
		<description><![CDATA[Thomas, Karl, Steve, Martha, Matthew, Bill and so many others in the organization complained of work pressure, unachievable targets, peer pressure, time management and loss of work life balance.  Despite working hard, their performance was going down and impacting organization&#8217;s bottom line.
Who is to blame for poor performance of employees and business? Ask line [...]]]></description>
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		<slash:comments>0</slash:comments>
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