Rajesh Balasubramanian Started The Discussion:
I have query !
Mathematically, a circle comes to cessation at 360 degree. When we mention a 720 degree are we talking of any overlapping of two systems where one involves one aspect and another deals with a separate?
Since i have not come across any 720 degree appraisal i am bit intrigued in knowing the same
Friends Hope our friend who is carrying out the 720 degree appraisal would be help us geeeting the insight Cheers Rajesh B Valuelanes, bangalore
This is new to me....
I went through some consultant's site to find the following information... [this is as much as i could find from the site...
Still would like to know more about it... looks to be improvement over 360 degree..
Doing a 360 annually is not anything new. The 360 we use has a report that compares the current 360 to the previous 360 so that we can see the changes over time. Does that sound like a 720? We also have an Organizational Management Analysis report that presents a compilation of the information obtained from the individual 360 results of a group of managers. Delivered via the Internet, the report provides a factual summary of the perceptions of a management group with input from the managers’ bosses, peers, and direct reports.
>that's true... There is a very slight improvement over 360 degree.<
Some 360 providers don't want employers to see what has improved--all too often the improvement is marginal at best.
>But the fact is, you don't see major break through in HR so often...<
I agree, but the book "First break all the rules, what the world's greatest managers do differently" could be a break through if readers were to ask for help in putting its insights to work. We have been doing it for a long time.
>so even small enhancement to current tools are beneficial...<
I agree, but is a 720 anything more than two 360s?
my remarks were of what is happening in the general industry....
Even I need to read a lot more on 720 degree... I think that the concept is
I agree that your consultancy might be using similar techniques before somebody else gave it a fancy name... none the less the technique, even you would agree is beneficial for the HR community
First let me clarify.... I not an authority on the subject as I stated earlier... That I still am reading the subject
Some of the points of difference I came across are [actual quote for the document]
720 degree does not propose to be of only two assessment but a continuous assessment...
Further, I belive that preparing of the tool has to be done keeping in mind that the outcome is going to be evaluated again after some specified period.... So the assessment sheets and forms are to be prepared accordingly....
The more I read it... I come to believe that it is different from traditional 360 degree...
Would be able to comment further only once I have read the subject thoroughly
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