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head_hindajaeng7.php
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head_hindajaeng7.php
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<table border="0" cellspacing="0" cellpadding="0" align="center" width="700" bgcolor="eeeeee">
<tr>
<td width="105" height="192" valign="top"><img src="./_img/tele2/tele2.photo1.gif" width="105" height="192" border="0"></td>
<td width="10" height="192" valign="top"><img src="./_img/spacer.gif" width="10" height="1" border="0"></td>
<td width="575" height="192">
<br>
<div class="title">Dear <? echo $user_data[name]; ?>!</div>
<br>
<br>
<div class="lead">Recently we rated our managers using job satisfaction survey. This time we use 360 °feedback method, which gives more thoroughly assessment and information for developmental plans for managers.</div>
<div class="lead">Managers get ratings from supervisors, peers and subordinates, partners from other TELE2 companies. They make self-assessment also.</div>
<div class="lead">To get good recommendations assessors should use behavioral arguments to make their ratings clear.</div>
<div class="lead">We are interested in how to make it better - to give feedback to managers for their future development.</div>
<br>
<br>
<div class="lead">Jack Welch Ex GM of General Electric gives his opinion on developing management: <i>"You should see those 360 ratings. Their effect is the best one could possibly get"</i></div>
<div class="lead" align="right"><b>(Training & Development, March 2000)</b></div>
<br>
<div class="lead">Üllar Jaaksoo<br>GM Tele2</div>
</td>
<td width="10" height="192" valign="top"><img src="./_img/spacer.gif" width="10" height="1" border="0"></td>
</tr>
<tr>
<td colspan="4"><img src="./_img/tele2/tele2.naeratus.gif" width="700" height="30" border="0"></td>
</tr>
</table>
<br>
<table border="1" bordercolor="#bbbcad" cellspacing="0" cellpadding="8" align="center" width="800">
<tr>
<td class="plain" bgcolor="#dfe0ce">
<div class="title">INSTRUCTIONS</div>
<li>The names of the persons to be assessed are beside this row, on the right. Assess every person on the list.
<li>The name with the bold red shrift is currently being assessed, the grey names will follow.
<li>To answer the questions click on the red and green strip of the scale. The mark on the scale is not enough for the development plan of the assessed - specific, behavioral recommendations are expected. There is a textbox following every scale to write what the assessed person is doing well and what could be done better. Specific, behavioural recommendations are expected. We have agreed that only assessments with behavioral arguments are valid.
<li>If you do not know how to answer, click the <b>[I CAN NOT SAY]</b> button.
<li>The unanswered questions are <b>red</b> and the answered questions <b>green</b>.
<li>You may precede to the next person after answering <b>all</b> questions
<li>When all questions are answered a new <b>[NEXT]</b> button appears below the assessed persons' column. By clicking this button, the programme proceeds to the next person to be assessed or in the absence thereof closes. You may correct your answers before clicking the <b>[NEXT]</b> button, later you may return only after assessing all persons.
</td>
<td bgcolor="#dfe0ce" valign="top">
<? echo $rel_table_str; ?>
</td>
</tr>
</table>
<br>