Why Do Indian Company Hesitate To Implement 360 Degree Appraisal? - CiteHR
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Let us put it in short, the reasons i find are
1. Indian companies are generally large in size feel it is of more number of ppl more paper work, more diversifications in Ideas hence more complexities
2. Smaller companies cannot afford the cost
3.It needs lot of efforts to train the sub ordinates/lower grade employees (plz do consider MFG industries).
These are very few limitations of 360 degree appraisal.And there are more

thanks friend for ur reply
than wht about 360 degree been implemented after introducing eAppraisal system
than may be the Problem faced by mfg large industry may be solved and may be if thay genuinely are interested can implement the system
after all it is for improvement & development
pz dont take it as a evalution tool

Dear Amrutha, Cool and read once again what ranjan wrote. It will give you clarity for your posting. Regards, Hari
The main challenge for the 360 degrees assessment of any kind is the human bias not just in India but all over the world. Whether the evaluation is in favor or against the individual, the organisation is a victim too.
Comparatively a battery of psychometric assessments fills a better void. Not just one psychometric but a battery since a human being is a bundle of both heredity and environmental influences. He also has his own learning styles and core competencies. All these diverse information including emotional competencies could be obtained about any individual by administering a set of psychometric test battery for a near accurate information in terms of strengths and areas of improvement.
It is almost like a psychometric horoscope and purely developmental in its application.
If you need more information please feel free to contact
Best wishes
Sreenidhi S K
Behavioural Master Trainer & Coach

may be as it is considered as an opportunity given to superiors to insult their subordinate its considered as evaluation instead of developmental tool
Hi Col & Ritu,
Why shold we hesitate to take feed back from the down line verticals. When a the team has no rights to talk about leader, the same way leader will not have authority on team.
A leader is the first servant.

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