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
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7From India, Delhi
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Dear Deepmahe, I have heard of concepts like "360-degree appraisal" or "360-degree feedback." However, although I conduct training on PMS, I have never come across the concept called "360 PMS Process." If this concept is new, I kindly request you to explain the concept. If you are also unfamiliar with it, I request you to review your understanding.
Thanks,
DVD
From India, Bangalore
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Thanks,
DVD
From India, Bangalore
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dear friends, Plz provide me questionnaire on "impact of 360 degree feedback system on employee development" for my MBA project.
From India, Chandigarh
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From India, Chandigarh
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Objective of 360-Degree Feedback
The objective of 360-degree feedback is to arrive at a comprehensive evaluation of someone's performance. However, due to various business reasons, including practicality and controversies, 360 feedback alone may not be the sole criterion for performance assessment and compensation planning. Typically, organizations follow half-yearly or annual performance appraisals along with 360 feedback.
Understanding the Process
In simple terms, this is a process in which an employee is evaluated against certain attributes by themselves and a group of respondents. These respondents include peers, the reporting community, internal customers (other functions), and external customers.
Frequency and Effort
There is no specific limit on conducting 360-degree feedback collection. However, considering the significant effort and cost required, it is advisable to conduct feedback once a year.
Implementation Steps
To start with, you may need to adopt a standard 360-degree feedback system (there are numerous tools available today) or prepare the toolkit yourself. This includes attributes, scoring methods, rating logic, respondent list, and an administration plan (manual collection or with the help of software).
Employee Participation
Encouraging employees to participate in the process without fear is challenging. However, with proper planning, systematic orientation, and dedication, this is achievable.
Wishing you the very best.
From India, Bangalore
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The objective of 360-degree feedback is to arrive at a comprehensive evaluation of someone's performance. However, due to various business reasons, including practicality and controversies, 360 feedback alone may not be the sole criterion for performance assessment and compensation planning. Typically, organizations follow half-yearly or annual performance appraisals along with 360 feedback.
Understanding the Process
In simple terms, this is a process in which an employee is evaluated against certain attributes by themselves and a group of respondents. These respondents include peers, the reporting community, internal customers (other functions), and external customers.
Frequency and Effort
There is no specific limit on conducting 360-degree feedback collection. However, considering the significant effort and cost required, it is advisable to conduct feedback once a year.
Implementation Steps
To start with, you may need to adopt a standard 360-degree feedback system (there are numerous tools available today) or prepare the toolkit yourself. This includes attributes, scoring methods, rating logic, respondent list, and an administration plan (manual collection or with the help of software).
Employee Participation
Encouraging employees to participate in the process without fear is challenging. However, with proper planning, systematic orientation, and dedication, this is achievable.
Wishing you the very best.
From India, Bangalore
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360 Degree Feedback System.ppt
Performance Management System.doc