Hi! I want to know about the 360-degree appraisal policy for an organization. How can I implement this policy in an organization? What are the terms and conditions for following this policy? It would be even better if you could suggest any other appraisal policies and what the duration of the appraisal cycle would be.
Please send the format of the appraisal policy.
From India, Indore
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Please send the format of the appraisal policy.
From India, Indore
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Pl.use the info provided in the links appearing on to your right of your screen.
From India, Bangalore
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1159From India, Bangalore
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Business organizations (or companies) use the 360 degree feedback performance appraisal process to evaluate the employees.
For the 360 degree performance appraisal of an employee, feedback surveys are collected from the peers, managers (i.e. superior), subordinates, team members, customers, suppliers/ vendors etc. Surveys are constructed so as to provide valuable insights and information or feedback regarding the “on-the-job” performance of the employee.
360 degree appraisal has four integral components:
1. Self appraisal
2. Superior’s appraisal
3. Subordinate’s appraisal
4. Peer appraisal.
However, it is also known that implementation of 360 degree performance appraisal system is not an easy task. Hence, I welcome views on how effectively 360 degree performance appraisal system can be implemented in a business organization or company.
This comprehensive performance appraisal system provides feedback on a manager’s performance collected from a variety of people with whom he/she interacts regularly. Sources of feedback include the manager’s direct supervisor, peers, customers, vendors and a self-assessment.
Steps to be followed for the purpose are:
1. Determine the right skills to assess.
2. Carefully select the raters.
3. Explain the intent.
4. Ensure confidentiality.
5. Keep it simple.
6. Search for strengths rather than weaknesses.
7. Follow up.
From India
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For the 360 degree performance appraisal of an employee, feedback surveys are collected from the peers, managers (i.e. superior), subordinates, team members, customers, suppliers/ vendors etc. Surveys are constructed so as to provide valuable insights and information or feedback regarding the “on-the-job” performance of the employee.
360 degree appraisal has four integral components:
1. Self appraisal
2. Superior’s appraisal
3. Subordinate’s appraisal
4. Peer appraisal.
However, it is also known that implementation of 360 degree performance appraisal system is not an easy task. Hence, I welcome views on how effectively 360 degree performance appraisal system can be implemented in a business organization or company.
This comprehensive performance appraisal system provides feedback on a manager’s performance collected from a variety of people with whom he/she interacts regularly. Sources of feedback include the manager’s direct supervisor, peers, customers, vendors and a self-assessment.
Steps to be followed for the purpose are:
1. Determine the right skills to assess.
2. Carefully select the raters.
3. Explain the intent.
4. Ensure confidentiality.
5. Keep it simple.
6. Search for strengths rather than weaknesses.
7. Follow up.
From India
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Maruti adopts `360 degree' appraisal system.doc