Hello Seniors, I am sharing a file on 360 Degree Performance Appraisal. Please let me know your thoughts about this performance tool.
From India, Banga
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7From India, Banga
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Hi!
What you attached is not a "tool". It is simply a write-up on the 360-degree evaluation framework.
I have always stated in this forum, the 360-degree, 90-degree, etc. are simply frameworks on how to implement an appraisal in the company. You still need a performance evaluation tool to measure an employee's performance.
The BSC (Balance Score Card) is an example of a performance evaluation tool. If you implement a BSC in a company and require all the work contacts (superior, colleague, customer, staff) of an employee, then you implement the BSC using the 360-degree evaluation framework. If only the superior will evaluate, then you use the BSC in a 90-degree evaluation framework.
The 360-degree framework is an ideal method of doing appraisals. However, it is difficult to process and justify legally because the "appropriate weight assignment" for each evaluator (e.g., superior vs. customer = weight of 50% each) can be questionable/debatable. Moreover, it needs more time to administer—hence nearly impossible for huge organizations with a few thousand employees, but with a few HR staff and a small HR group/department.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
From Philippines, Parañaque
Acknowledge(0)Amend(0)
What you attached is not a "tool". It is simply a write-up on the 360-degree evaluation framework.
I have always stated in this forum, the 360-degree, 90-degree, etc. are simply frameworks on how to implement an appraisal in the company. You still need a performance evaluation tool to measure an employee's performance.
The BSC (Balance Score Card) is an example of a performance evaluation tool. If you implement a BSC in a company and require all the work contacts (superior, colleague, customer, staff) of an employee, then you implement the BSC using the 360-degree evaluation framework. If only the superior will evaluate, then you use the BSC in a 90-degree evaluation framework.
The 360-degree framework is an ideal method of doing appraisals. However, it is difficult to process and justify legally because the "appropriate weight assignment" for each evaluator (e.g., superior vs. customer = weight of 50% each) can be questionable/debatable. Moreover, it needs more time to administer—hence nearly impossible for huge organizations with a few thousand employees, but with a few HR staff and a small HR group/department.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
From Philippines, Parañaque
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Performance Appraisal evaluation.doc