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i am working in a telecom company having 300+ employees..
what do u people think will b feasible appraisable system to be impemented. More over if 360degree feedback is ok....then kindly to guide me how to implement it.......

360 Performance Appraisal incorporates multiple perspectives by using feedback from a variety of sources. These sources include peers, subordinates, customers, self, and supervisor.
In one of the company, they are following the 360-degree PA. To evaluate the performance of the employee the conduct the survey with their peers, subordinates and to whom he regularly communicate (If that employee is communicating with some customers, dealers, vendors) and get feedback about the performance of that employee. Therefore, you can conduct survey with his team head, main customer, team member, and self-rating.
Some extra information regarding this topic
Uses for 360 Performance Appraisal include:
· Employee Development
· Performance Appraisal
· Performance Management
· Training Needs Assessment
· Evaluation of Training
· Attitude Survey
· Organizational Climate Survey
· Customer Satisfaction Survey
With Regards

Suggestion regarding 360-degree appraisal:
With the population of 300 employees, it is really a difficult task to conduct 360 degree appraisal, because for evaluating the performance of the each employee the survey has to conduct with at least four person to whom he regularly communicate. So better, you can follow self-assessment method with using graphic rating scale. If you like to have better result, you can conduct, a survey with his immediate superior by using five point scale or essay appraisal.
with Regards
Nila :lol:

Dear Nila,
Thanks alot for being so help full,
i really do apprciate your response.
however, i would klike you to know that earlier we didint ahve any proper appraisal system in our compnay. this time i am willing to implement a proper appraisal system.
one thing i wanted to confirm was can i use 360 degree feed bak for teh management and executive level and the rating sclae method on the labor side?
secondly i would like to elaborate me techniques you mentioned earlier as how to get a start in this project.
mehvi :D

Introducing 360 DF for performace appraisal directly may back fire. You should not use 360 DF for appraisal unless there is mutual trust among the employees in the organisation.
360 Df should support the Performace Appraisal System and should not reeplace it. Indian culture being relationship oriented, it becomes difficult to implement the 360 Df for personnel decisions than developmental purposes.
Therefore you should introduce 360 as developmental tool and over the years you can implement it to support the appraisal system.
The experiences of various Indian organisation in implementing 360 DF for development and appraisal has been give in the Book " 360 degree Feedback and Performace Appariasal Systems" by Dr. T. V Rao, Raju Rao and
Power of 360 Degree Feedback by T V Rao and Raju Rao.
Hope this suffices your query to an extent.

i want to know the following points:
1. the difference between 360 feedback as an apraisal tool and as a development tool.
2.which appraisal method is the most practical and easily applicable in my organization of 300+ employees.
3. if i use the 360 feedback system, so how will i manage a department of 15 employees, i mean to should i get the feedback of 14 employees for every employee's appraisal?
kindly guide me through this.....

Hi All,
Actually, it's really not that hard to run 360 feedback for 300 staff. (Back in the days when this was all paper-based? Now THAT was a task!)
Modern 360 systems are fast and efficient - only those questionnaires which haven't been completed generate reminders, and the whole system including report generation runs automatically.
Ask the friendly people at HR Pro Shop () for a demo/quote including timelines -- you might be surprised.
The HR Pro Shop is back by the Australian Human Resources Institute, so you know it's a serious tool.
Hope this helps! :)

Hello Mehwish. Using a 360-degree feedback system has risks and benefits that need to be carefully considered. Especially so if this is the first kind of appraisal system you are implementing in the company. 360-degree systems, to work well, require a high-level of trust between employees and managers and a high level of executive support. The results for some individuals can be very confronting and the debrief needs to be handled very professionally.

An added risk is that where 360 scores are used to decide bonuses, salary rises, etc, employees may collude to raise the score in a particular department. Yes, you can use 360-degree feedback for execs and managers and a manager only appraisal for all other employees. You will need to decide your company’s objectives for the appraisal system and how the appraisal system you select will satisfy those objectives.

Some companies are using 360-degree feedback for employee development planning only, as this takes the emotional pressure off employees and managers. Remember, 360-degree feedback gives feedback about behaviors and so are not objectively validated as with objective performance measures. Consider the benefits and disbenefits of the various appraisal systems very carefully. Yes, 360-degree feedback is more believable, however, the downside is that it is more time consuming and costly to conduct. There are now a number of online systems that you can use to cut down on the administrative load.

Lastly, it is not a case of either-or. Many companies are using a mix of performance-based measures and behavior measures (such as 360). Consider your options carefully.

Vicki Heath


Business Performance Pty Ltd


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