Shijit
Dgm - Hr
Gs_rao1971
Hr Professional

Friends,
I developed a simple tool for assessing the performance of staff using 360 appraisal method. Can you please go through it and give me your suggestions, corrections and comments.
Regards,
Shijit.
26th March 2009 From India, Kochi

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360 degree appraisal has four integral components:
1. Self appraisal
2. Superior’s appraisal
3. Subordinate’s appraisal
4. Peer appraisal.
Self appraisal gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance. Superior’s appraisal forms the traditional part of the 360 degree performance appraisal where the employees’ responsibilities and actual performance is rated by the superior.
Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior’s ability to delegate the work, leadership qualities etc. Also known as internal customers, the correct feedback given by peers can help to find employees’ abilities to work in a team, co-operation and sensitivity towards others.
18th August 2009 From India, Indore
360 degree appraisal has four integral components:
1. Self appraisal
2. Superior’s appraisal
3. Subordinate’s appraisal
4. Peer appraisal.
Self appraisal gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance. Superior’s appraisal forms the traditional part of the 360 degree performance appraisal where the employees’ responsibilities and actual performance is rated by the superior.
Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior’s ability to delegate the work, leadership qualities etc. Also known as internal customers, the correct feedback given by peers can help to find employees’ abilities to work in a team, co-operation and sensitivity towards others.
18th August 2009 From India, Indore
Dear Shijit :
Your efforts are good. However, you need to emphase more clarity with respect to required competencies for the relevant job. You can allocate the competencies like under :
1. Behaviour
2. Managerial
3. Functional / Technical
Under each competency you can put 'N' number of points which are actually measured. For E.g. under Functional I can given some examples :
Functional Competencies - HR
Recruitment
Actual Target Vs. Time taken to fill the vacancy - Success Ratio - Rating
Performance Appraisal (Actual Vs desired)
Head Count Vs eligibel employees for setting the KRA Vs Time frame - Rating
Payroll
Employee Relations etc.
like-wise for each job you need to define. Then only you can get a correct picture on 360 degree appraisal. This is applicable upto Manager Level.
Above Manager Level you also need to prepare a questionnaire and circulate the same to the concerned people to collect the feedback.
OK !!!
Srinivas
Sr. Mgr

18th August 2009 From India, Hyderabad
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