Dear Friends, Please tell me how 360 PMS process to do? What is it applicability? How many times a year. What documents and statements required to do this job. Regards, Deepmahe
From India, Delhi
Dear Deepmahe,
I heard of the concepts like "360 degree appraisal" or "360 degree feedback". However, though I conduct the training on PMS, I never heard concept called "360 PMS Process".
If this concept is new, then I request you to elucidate concept. If you are also novice then I request you to revise your understanding.
Thanks,
DVD

From India, Bangalore
Dear Deepmahe,

Thank you for the query and thanks too to DVD for raising the question.

I take this oportunity to appeal to bloggers to give details of their background and state why they have posed the query. If the question posed is precise then responses from other members will be focussed to clear the doubts. For more information on PMS please see Performance Management - Checklist for the Performance Management Process and 12 steps to a great 360 degree feedback process « The performance management evolution found at Google where there are more links.

From United Kingdom
dear friends, Plz provide me questionnaire on "impact of 360 degree feedback system on employee development" for my MBA project.
From India, Chandigarh
1. Objective of 360 degree feedback is to arrive at a wholehearted feedback on somebody's performance. However due to various business reasons including practicality, controversies, usually for performance assessment and compensation planning, 360 feedback alone may not be the criteria. Typically organizations follow Half Yearly or Annual Performance appraisal and 360 feedback, together.

In simple terms, this is a process in which an employee shall be scored against certain attributes by self and a group of respondents (i.e from peer group, from reporting community, to whom employee reports to, internal customers (other functions), external customers.

2. There is no such limit on conducting 360 feedback collection. However by considering the huge effort and cost required, better to follow 'once a year' feedback

3. To start with either you may need to adopt a standard 360 degree feedback system (hope there are number of tools available, today) or yourself prepare the tool kit - i.e attributes, scoring method, rating logic, respondent list, administration plan (manual collection or with the help of software)

4. Making employees to participate in the process without fear is going to be the tough job. However with proper planning, systematic orientation and dedication, this is possible.

Wishing you the very best

From India, Bangalore

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