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Dezvoltare 360 este un proiect de amploare in care au fost implicati toti managerii din magazine, alaturi de toti membrii echipei din sediul central - peste 2100 de persoane, si care a inglobat atat partea de evaluare a performantelor, cat si pe cea de identificare a colegilor cu potential de evolutie (HiPos), indiferent de nivelul de management. Instrumentul de baza a fost feedback-ul 360, procesul de acordare de feedback realizandu-se online, printr-un modul integrat in platforma de comunicare interna C4Connect, disponibil pe parcursul intregii campanii.
Proiectul Dezvoltare 360 a avut ca obiectiv unificarea a doua procese de resurse umane, dand mai multa coerenta procesului per ansamblu si oferind mai multa vizibilitate asupra rezultatelor si mai mult sens intregului demers (legand partea de evaluare a performantei profesionale de partea de identificare a persoanelor cu potential evolutiv). Derulandu-se sub tagline-ul „Ascult. Impartasesc. Cresc”, proiectul Dezvoltare 360 a avut 3 etape: 1. Feedback 360, 2. Team sharing si 3. Stafeta liderilor.
Rezultatele au fost unele bune, rata de succes fiind de peste 70%, un procent imbucurator pentru un prim exercitiu. In plus, feedback-urile oferite in diverse etape ale procesului, inclusiv feedback-ul „la cald” oferit de catre utilizatori la final, au reprezentat semnale pozitive si incurajari ca ne indreptam intr-o directie buna, in linie cu dorintele colegilor din Carrefour, populatie-tinta in proces.

Fiecare coleg din retea, indiferent de functie/pozitie poate identifica la colagii cu care colaboreaza comportamente ce demonstreaza valorile Raiffeisen Bank: Pasiune, Integritate, Respect, Discernamant, Colaborare, Invatare, Simplitate si poate face propuneri de nominalizare. Propunerile sunt apoi analizate de un comitet format din managementul regional, impreuna cu castigatori anteriori ai premiilor din Liga Valorilor.

At Tenaris, we consider every employee important and we strive for their engagement to reflect both inside and out. Being motivated and feeling happy are two things that make the difference to employee performance so, most of our processes have changed over the years to reflect our HR Strategy “Employee at the centre” and help increase engagement among employees. It is clear that one must focus more on people’s needs, their wishes and ensure through all processes ( including comp&ben) that employees feel important to their employer.
Over time, the company has worked toward growing the range of benefits granted to employees in order to respond better to each specific need.  Recently though, we identified that the available information on benefits was scarce and incomplete resulting in low levels of engagement from our most valued asset, our people and  higher work load for our team by having to constantly provide details. 
For these very reasons, we developed a brand new self - help platform incorporating details of all benefits, all necessary forms and steps in accessing each and single benefit.  
The platform is unique starting with the logo designed for it as it’s meaning is “each employee is unique , free to choose and accountable for their own direction”.