Download - 360 Degree Apprical
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Performance appraisal is the process ofassessing an employees performancebased on a set of standards.
Performance appraisal may be defined as astructured formal interaction between asubordinate and supervisor, that usuallytakes the form of a periodic interview(semi/semi-annual), in which the work
performance of the subordinate is examinedand discussed, with a view to identifyweakness and strengths as well asopportunities for improvement and skillsdevelopment.
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In 360 degree appraisal, appraisal of the
employee is done by his superior, peers,
subordinates and clients with whom he
interact in the course of his job
performance.
In 360 degree appraisal, besides appraising
the performance of the assessee , his other
attributes such as talents, behavior , values,
and technical considerations are also
appraised.
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Self appraisal
Subordinates appraisal
Peers appraisal
Superior appraisal
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360 degree measures manners and
capacities.
360 degree improves such skills as
listening, planning , and goal-setting.
360 degree concentrates on
subjective area, for example
efficiencies of teamwork, character,and leadership.
360 degree supplies on the way
others think about a specific staff.
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In most situations, the evaluator is the
immediate superior of the person to be
evaluated.- Because of the frequent contact
he/ she is most familiar with the employeeswork.
Superiors evaluations are often reviewed and
approved by higher management, thereby
maintaining hierarchical control over theappraisal process.
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Mostly , evaluation schedules are semi annual or annual.
The new employees are evaluated more frequently than
older ones. The Evaluations are usually-
Annually
After first 6 months of employment.
Upon promotion or with 3months after promotion.
When the job occupied has been reevaluated upward
Upon special request as when the employee isterminated.
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How does 360 Degree help ?
-Regular discussion of performance
-Identification of strengths for career
development
-Identification of weaknesses for training
-Salary recommendations
- A well designed performance appraisal system is
associated with increased profitability
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Comply with the law
To ensure that the performance appraisal system does notviolate principles of fair employment practices:
- Job related performance standards
- Provide employees with a written copy of the standardsbefore the appraisal
- Standards must be based on observable or measurablebehavior
- Train the raters- Provide feedback
- Implement an appeal system to settle disagreements
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Offer more comprehensive view towards the
performance of employees
Improves credibility of Performance.
Helps to strengthen self-development. Increases responsibility of employees to their
customers
The mix of ideas can give accurate
assessment.
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Taking a lot of time, and being complex in
administration.
Its very hard to figure out the result.
Can impose an environment of suspicion if theinformation is not openly and honestly managed.
There is requirement for training and important effort
in order to achieve efficient working.
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The role of H.R department in 360 degree appraisal is
that of facilitator.
The dept. consolidates the appraisal inputs,
identifies the points of consensus, and provides
feedback to the appraise so as to overcome theweaknesses as identified in the appraisal.
The presence of a facilitator also acts as a buffer,
preventing the appraise from attacking those who
provide hones inputs. It also devises action plans for overcoming those
weaknesses
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Train appraisers to eliminate rater error
Error of central tendency
Leniency or strictness error
Personal Prejudice. Similarity error.
Halo effect
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Why 360 degree Appraisal Programs
Fail?
No perceived benefit
Confrontation difficult
Constructive feedback difficultConflict between development and
compensation
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Anonymous feedback
Manager involvement
Prevent gaming
Statistical techniques
Avoid and reduce biases
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Ask for self assessment
Invite participation
Express appreciation
Minimize criticism
Change behavior, not the person
Focus on solving problems
Be supportiveEstablish goals
Follow up day-to-day
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Its the full circle system of obtaining
information from the peers, subordinates, and
internal and external customers, about the
employees performance.
Its is based on the assessment of an
individuals management styles, competencies
and behavior by colleagues horizontally and
vertically by involving his boss, peers anddirect reports in the organization.
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360 Degree
Feedback
Planning
Piloting
ImplementationFeedback
Review
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How is Feedback obtained?
By using a questionnaire which asks participants to
rate the individual according to observed behaviors -
usually managerial or business-specific competencies.
This process will not suit all companies. One shouldassess how well it would fit with the current culture
before launching a scheme and a pilot scheme is
worth building into the programmed
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The purpose of the 360 degree appraisal variedfrom organization to organization.
The 360 degree appraisal is not only a tool for
organizational development but also helps an
individual in determining areas they need todevelop.
The success of the appraisal depends on the
transparency and clear objectives of its clear cut
imitation to the employee even at the bottom
level of organization.
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