Dear Brijesh
The information shared is very useful and thanx for sharing it. I also agree with my friends that the details are very subjective and it will be little difficult to compile and derive the conclusion . any ways let us all try to make it more objective based on your information.
My request to all other fellow professionals to work out on this and let us add some more value to it.
Regards
Shibu
10th October 2008 From India, Kochi
Dear Ed Llarena,

With Greetings!

As per the form Part A is for appraisee and B is for Appraise,(Immediate superior),and as it is 360 format,for peers,subordinates and clients we use assesment forms (to evaluate overall/genral performance of employee)We are using Part B for Immediate superior only,not for everyone (involving during appraisals).concern /view of part B (IMM .SUP) is important as for the core concern /core technical aspects of job profile/individuals job profile.About the questions as it seems to be highly subjective,we are using these for core technical perpose and as in point of view of technical activities we do have the data employeewise (on performance/target/task).AnD offcourse this format which we are using here is time-consuming (to complete entire cycle it takes neara bout 15 days).However ours is small company having headstrenghth of 200-300 emp,till now HRD has not came across difficulties on it.

If you have any other format,other than this you can share with us.I`ll get back to you sooon on this.

With Wram regards
Brijesh Deshmukh


11th October 2008 From India, Pune
Hello everyone,
Please help me out guys...:!: Please forward me the 360 degree performance appraisal form as soon as possible. Its really urgent....u can mail it to me on my e-mail id which is ....
Take Care.........:-P
Ira Gurtu....
9th December 2008 From India, Mumbai
Hi,
I have attached 2 questionnaire which i have prepared
1- performance appraisal
2-360 degree appraisal
It is a part of my summer training project, have to find out about different performance appraisal systems in companies and also companies which use 360degree appraisal system.
Please fill in teh qiestionnaires if possible as seniors and HR managers, etc. your information will definitetly help me in my project.
Thank you
Regards
Akanksha
8th May 2009 From India, Mumbai

Attached Files
Membership is required for download. Create An Account First
File Type: doc PERFORMANCE APPRAISAL QUESTIONNAIRE.doc (39.5 KB, 3585 views)
File Type: doc 360 DEGREE APPRAISAL QUESTIONNAIRE.doc (43.0 KB, 2719 views)

hiii.... these i collected 4rm cite hr only..try it out...
13th July 2009 From India, Vadodara

Attached Files
Membership is required for download. Create An Account First
File Type: pdf performanceappraisalform.pdf (139.9 KB, 1221 views)
File Type: doc A 360-Degree View of HR.doc (48.5 KB, 1049 views)
File Type: doc a_users_guide_to_360_feedback_364-ff6c2ceaf83a80f787145e17f183b68c.doc (46.0 KB, 682 views)

THE 720 DEGREE IS A PERFORMANCE APPRAISAL SYSTEM
IN THAT, THE 360 DEGREE IS IMPLEMENTED TWICE.
In this system, we provide a feedback after the original / main 360 degree
appraisal. This is only performed in exceptional cases. Some
managers feel that doing ''one '' comprehensive 360 degree is not
complete in itself in some cases.
These managers feel that an effective procedure to measure improvements
and receive feedback is essential for the success of an appraisal.
This gives a pre and a post intervention results. The pre-intervention
results set the baseline.
The development program is then carried out to improve the
participants' behavior through training / development/ education.
The post intervention appraisal then shows the amount
of improvement in the participant.
THIS PRE AND POST INTERVENTION IN THE PERFORMANCE
APPRAISAL SYSTEM IS THE 720 DEGREE SYSTEM
26th July 2009 From India, Pondicherry
it was very much difficult to download the content. very mush disappointed Regards, Mahesh Das
4th August 2009 From India, Kochi
Hello All,
What are the basic differences between 360 and 180 performance appraisal methods,and who is responsible to evaluate the performance of an employee? and who evaluates and rates an emplyee performace using appraisal forms? direct boss? subordinates/peers?
17th August 2009 From Pakistan, Lahore
Please search CiteHr and also the web. It has been covered in the past. Please use the Advanced Search facility by clicking on "Search" in the blue bar at the top.
17th August 2009 From United Kingdom
Usam,
360' appraisal system means appraisal of an employee by his superiors, peers and subordinates. since it deals wid the employees above, lower and along with the employee being appraised.
180' appraisal is same as 360' except it excludes subordinates.
as evident, 360' appraisal gives a bit of power to subordinates also since they have an impact on the appraisal of their superior but this is not so in 180' appraisal.
i hope u hav understood d difference.
17th August 2009 From India, Indore
Dear Usam, Kindly search cite-hr before posting a question. You may find much stuff here.You may use these options as Narshimhan Sir has mentioned.
17th August 2009 From India, Indore
360 degree feedback, also known as 'multi-rater feedback', is the most comprehensive appraisal where the feedback about the employees’ performance comes from all the sources that come in contact with the employee on his job.
360 degree respondents for an employee can be his/her peers, managers (i.e. superior), subordinates, team members, customers, suppliers/ vendors - anyone who comes into contact with the employee and can provide valuable insights and information or feedback regarding the "on-the-job" performance of the employee.
18th August 2009 From India, Indore
360 degree feedback, also known as 'multi-rater feedback', is the most comprehensive appraisal where the feedback about the employees’ performance comes from all the sources that come in contact with the employee on his job.
360 degree respondents for an employee can be his/her peers, managers (i.e. superior), subordinates, team members, customers, suppliers/ vendors - anyone who comes into contact with the employee and can provide valuable insights and information or feedback regarding the "on-the-job" performance of the employee.
18th August 2009 From India, Indore
Dear Usman,
In 360 degree performance appraisal system, evaluation is first done by the employee himself. He needs to rate and self appraise as in terms of his Job knowledge, Quality of Work and Professional conduct which is further evaluated by his immediate supervisor apraiser and then reviwer reviews the entire excercise. Along with that you can select a group of people that includes co -workers, suborinates and team members who can evaluate the employee. We are using the same system in our organisation.
All the Best.
18th August 2009 From India, Ghaziabad
Usman, good day. Hope this note finds all things going well with you.

I have not heard of a 180 degree performance appraisal but have heard of a 360. For the most part they have been used in the IT field. Some hospitality organizations are just beginning to use them.

What I know about 360 is this (from research):

In human resources or industrial/organizational psychology, 360-degree feedback, also known as "multi-rater feedback," "multisource feedback," or "multisource assessment," is feedback that comes from all around an employee. "360" refers to the 360 degrees in a circle, with an individual figuratively in the center of the circle. Feedback is provided by subordinates, peers, and supervisors. It also includes a self-assessment and, in some cases, feedback from external sources such as customers and suppliers or other interested stakeholders. It may be contrasted with "upward feedback," where managers are given feedback by their direct reports, or a "traditional performance appraisal," where the employees are most often reviewed only by their managers.

The results from 360-degree feedback are often used by the person receiving the feedback to plan their training and development. Results are also used by some organizations in making administrative decisions, such as pay or promotion. When this is the case, the 360 assessment is for evaluation purposes, and is sometimes called a "360-degree review." However, there is a great deal of controversy as to whether 360-degree feedback should be used exclusively for development purposes, or should be used for appraisal purposes as well. There is also controversy regarding whether 360-degree feedback improves employee performance, and it has even been suggested that it may decrease shareholder value.

A study on the patterns of rater accuracy shows that length of time that a rater has known the person being rated has the most significant effect on the accuracy of a 360-degree review. The study shows that subjects in the group “known for one to three years” are the most accurate, followed by “known for less than one year,” followed by “known for three to five years” and the least accurate being “known for more than five years.” The study concludes that the most accurate ratings come from knowing the person long enough to get past first impressions, but not so long as to begin to generalize favorably.

It has been suggested that multi-rater assessments often generate conflicting opinions, and that there may be no way to determine whose feedback is accurate. Studies have also indicated that self-ratings are generally significantly higher than the ratings of others.

Hope that this information is useful.

Be well and the best to your family

Dr. Marc

PS 63:7
18th August 2009 From United States, Calhoun
Dear friends, watch this beautifull presentation. Vikas jain
19th August 2009 From India, Indore

Attached Files
Membership is required for download. Create An Account First
File Type: pps I Believe.pps (675.0 KB, 202 views)


Dear Vikas,
Nice posting of material sent to you or found on the web. But, what is the relevance of this for the toipic in question?
Have a nice day
Simhan
A retired academic in UK
"It is never too late to learn or improve oneself"
19th August 2009 From United Kingdom
Hello Mr. Mark,
Thanks for the valuable information on patterns of rater. But even if rater knows employee for one to three years (which is the most accurate as mentioned above)what is the efficacy of the same?
Also if some one can help me with Performance Appraisal Forms / Formats.
Thanks & Regards,
Nancy Shah.
19th August 2009 From India, Mumbai
i have got these massege n i m vry hppy tht thru cite hr. com i knew more thing coz i also entered in hr field doing mba from symbiosis pune n doing job from 16 sep 2005 bt doing job in other deptt n i wanna go in hr
20th August 2009 From India, New Delhi
Hi friends,
This is ma first post regarding my MBA project in the topic 360 degree feedback performance appraisal. Hope it will help u all. kindly give replies which will encourge me to post more threads .
10th September 2009 From India, Madras

Attached Files
Membership is required for download. Create An Account First
File Type: doc FINAL 1.2.doc (828.5 KB, 636 views)

Really good. Did it in Spss rite. U might have compared all Demographic factors with scaling also which u have done it on 1 factor. Before entering into factor analysis check whether the K-test value is 0.70. Otherwise u should not proceed to Factor analysis.
1st October 2009 From India, Madras
I am looking out to assess participants in leadership skills during the out door activities. does anybody have any suggestions
21st October 2009 From India, Bangalore
Dear Sir,
I need some input on 360 degree Appraisal, I have been doing 90degree appraisal in my previous org. recently I have changed my job and this is a new company, and my director wants to introduce 360 degree appraisal.
Our is a IT Company, Please guide me how to go about it;
Do I need to prepare different set of questioner for different people?
What is the area’s for performance measurement?
How will we decided on who will give the feedback on the individual?


Regards,
Anita
26th October 2009 From India, Bangalore
Dear Sir, I checked the the previous post, but still not clear about "Do I need to prepare different set of questioner for different people?" Thanks Anita
26th October 2009 From India, Bangalore
Dear Anita,
Like some bloggers, you are also asking questions without giving enough details about the level of staff you are dealing with etc. On any performance appraisal suystem you will have some generic questions (common to all) and some specific questions related to the level and field of the person concerned. If CiteHr has not got enough info, please search the web using Google (I do not have any investment in Google, Inc.).
I suggest that you study about 360 deg appriasal in depth before embarking on implementing.
Have a nice day.
Simhan
26th October 2009 From United Kingdom
Anita,

Do you have competencies defined in behavioral indicator terms against the various roles in your organization? At the very minimum, this should have been done so that the 360 degrees appraisal process invites feedback against specific competencies that the individual is expected to demonstrate in the specific role that he / she is in.

As a broad outline, you could differentiate roles into individual contributor roles and supervisory / managerial roles with the latter being differentiated into junior, middle and top level management. Each of these could be further differentiated by the functional areas such as sales, marketing, HR, production etc. but to begin with, you could start with this broad classification and keep refining as you move on through successive cycles.

Lastly, it would be more feasible and advisable were you to initiate this as a pilot project across a specific target group such as the junior or middle management level folks to identify any early challenges in terms of implementing on a full scale going forward.

Thanks.
26th October 2009 From India, Ghaziabad
Hi Anita,
It is not the questions on the 360 that only matters: it is the processes and the steps that make it or break it. I suggest you get it implemented the 1st time by someone trained or you get certified.
If you want a free trial account of fully customizable 360 feedback, pls revert to me with your business id or contact www.hranexi.com
There will be certification program in Delhi 2009 in Dec on 360 degree feedback.
Pls feel to contact me on 09448270474 or
Best wishes
27th October 2009 From India, Bangalore
Hi, Please refer to the document attached it has detail information about 360% appraisal and feedback form. I found it on Citehr itself. Regards, Joel
27th October 2009 From India, Pune

Attached Files
Membership is required for download. Create An Account First
File Type: pdf Managment - The Performance Appraisal Question and Answer Book.pdf (2.17 MB, 1452 views)

Dear Anita,
We are a corporate consultancy firm having experience in conducting 360 performance appraisals.
We can help you in the assignment if you wish to engage the services of a consultant.
Please feel free to contact us,
27th October 2009 From India, New Delhi
360 degrees appraisal is normally done to ascertain how an employee is viewed by his subordinates, peers & seniors on a set of competencies (generally Leadership competencies) or Core Values of the organization (such as Integrity).
Accordingly, Questionnaires are designed & a feed back is obtained from the selected individuals. Normally, an automated 360 degrees evaluation system is preferred by organizations since it can carry out speedy & accurate analysis of each employee.
If you are interested to know more details, please visit EmpXtrack website through Google search.
B K Bhatia
27th October 2009 From India, Delhi
Hi Anitha, Please check whether it could be useful to you or not.
27th October 2009

Attached Files
Membership is required for download. Create An Account First
File Type: doc 360 degree feedback form template.doc (44.0 KB, 376 views)

Dear Anita,
Please check my reply on one of the earlier posts on the same subject:
https://www.citehr.com/9777-need-hel...tml#post890032
Thanks,
Dinesh V Divekar




27th October 2009 From India, Bangalore
Anita,
I think you have got sufficient pointers to get you thinking on the subject. Keep in mind however, that 360 is not just a tool or a process that you implement, it is a fundamental philosophy governing performance management, succession planning and leadership development.
Launching 360 in an organisation requires courage, because it can throw up insights that will challenge not just an individual but also the way the company views potential leadership talent. Ask yourself ( and your boss), is your company prepared to sustain this effort over the years? IF this is going to be just a dabble...forget it.
While you bone up on this area through research and reading, the best course would be to invite consultants to educate you with actual case studies.
Mohan

27th October 2009 From India, Delhi
Hi,

I have done 360 Appraisal in manufacturing

units...i dont know abt IT

well

i think u know the funda....that is

up down n peers appraising the person

...so 1st u have to chk the org structure...

if u r apprasing sr exe...than jr exe, peers, n AM/ Mgr will appraise him

make one self appraisal form also....

u can put parameters like...I am telling this for Managers...

1: MANAGERIAL

1.1: ABILITY TO MOTIVATE JUNIORS

1.2: INITIATIVE

1.3: DECISION MAKING

1.4: PLANNING AND CONTROL

1.5:DELEGATION

1.6 POISE AND MATURITY

1.7 INNOVATIVENESS &PROBLEM SOLVING

2: CONCEPTUAL

2.1:OPEN MINDED AND RECEPTIVE

2.2: ATTITUDE TOWARDS WORK AND ORG.

2.3 MENTAL ALTERNESS

2.4: INTEGRITY AND ETHICS

3: INTERPERSONAL

3.1: PERSEVERENCE

3.2: LOYALTY AND SINCERITY

3.3:TRANPARENCY IN COMMUNICATION

3.4:RELATIONSHIP WITH STAFF

3.5: DEPENDABLE AND RESPONSIBLE

3.6: TRAINING. AND DEV. OF JUNIORS

4: ACHIEVEMENTAL

4.1: CUSTOMER FOCUS (INT/ EXTERNAL)

4.2: KNOWLEDGE OF INDUSTRY AND FIELD

5: OPERATIONAL

5.1: OPTIMUM USE OF RESOURCES

5.2: QUALITY OF WORK

5.3: VERSATALITY AND ADAPTABILITY

on the basis of thses points...make a scale rate them....

this form u hv to get filled by every one in 360...up ,down n peers

I am attaching the format ...chk it out

Regards

Divya
27th October 2009 From India, Bangalore

Attached Files
Membership is required for download. Create An Account First
File Type: doc PA FORM E1- E3- revised.doc (73.0 KB, 264 views)

I am trainee in HR to company in pune. Just got information from web about this site and registered with it. Can anybody please tell me or guide me about the History of HR. What book i have to refere for this??
Thanking you,
Sunita
27th October 2009 From India, Pune
Please visit the following link. I have posted few materials on this point.
https://www.citehr.com/153101-360-pe...ment-tool.html
Regards,
shijit.

27th October 2009 From India, Kochi
This is depend on the process of your organisation. 360 degree or 90 degree does not matter, even you should understand the basic of the process which your organisation is using.
Hope you will get the best output from all the above give inputs by all the users.
Regards,
Aakil
27th October 2009 From India, Delhi
Dear Sir, This is karthick. Doing M.Tech(HRD) in NITTTR, Chennai. Please guide me what are all the things which comes under CAPACITY BUILDING.
27th October 2009 From India, Madras
Hi Anita,
Please find the attached ppt on the 360 degree performance appraisal details.It might help you further.
Warm Regards,
Avik Roy
Manager -HR Generalist
Investment Banking Sector
Bangalore/Mumbai
27th October 2009 From India, Delhi

Attached Files
Membership is required for download. Create An Account First
File Type: ppt 360_degree_performance_appraisal_176.ppt (314.0 KB, 180 views)

to add on to all the points...i would like to focus on the major point which probably nobody focusd upon..that is 360 degree means taking feedback from 6 different category of pple working with and around you..those are- peers, branch manager, supervisor, subordinates, customers/suppliers/shareholders and the employee himself...but this funda is not tht easy since feedback can be negativ to hampering the rel between the employees...this is best to keep a check on managers performance..
thanx
27th October 2009 From India, Delhi
The attached presentation may help you.
28th October 2009

Attached Files
Membership is required for download. Create An Account First
File Type: ppt 360 feedback.ppt (311.5 KB, 220 views)

Hi all,
I am Neetu. I am in the middle of preparing 360 degree review questionnaires for my company. I have a problem. we have two level hierarchy system i.e. team leaders and team members. Now I want to clarify one thing do each and every team member need to fill an questionnaire for another team member in the group.
To make it eaiser a group has seven team members and one team leader.Is every team member giving a feed back about the team member is a part of 360 degree feed back.
Please help me with this.
Best Regards
Neetu
28th October 2009 From India, Pune
appraisal can be done easily but it depends on how many tiers r ter in ur org...questionnaire can be same for everybody below sr management....n diff form for sr management...u can keep the parameters as tech knowledge...aptitude....time management...attendance...value to org...scalability...etc....:-P
28th October 2009 From India, Pune
Hello Ms. Anita, Please find attached 360 Degree Appraisal Form.
28th October 2009 From India, Mumbai

Attached Files
Membership is required for download. Create An Account First
File Type: doc PERFORMANCE APPRAISAL form 360 shivalik.doc (401.0 KB, 237 views)

can any one explain me in brief what is 360 degree appraisal and what steps are generally involved in 360 degree appraisal.please be specific in your answer
28th October 2009 From India, Madras
Dear Anita,
360 degree appraisal means that employee performance appraisal is done from Boss , subordinates , peers , colleagues .
This is very good form of apprisining an employee but their are many negative and positive points involved.
You have to care of that
Regards
Abhijeet Sawant
28th October 2009 From India, Ahmadabad
[QUOTE=s.anitha;927748]Dear Sir,

I need some input on 360 degree Appraisal, I have been doing 90degree appraisal in my previous org. recently I have changed my job and this is a new company, and my director wants to introduce 360 degree appraisal.

Our is a IT Company, Please guide me how to go about it;

Do I need to prepare different set of questioner for different people?
What is the area’s for performance measurement?
How will we decided on who will give the feedback on the individual?

Dear Anitha,

Greetings for the day :)!!!

360 degree appraisal is a new concept, it includes 2 way response one from senior and one from junior.
Both have to give thier feedback about concerned person and then on the basis of their feedback we measure performance of a person.

1. You need to prepare two quentionnare ( 1 for senior & other 1 for junior)
2. Target achievement,Behaviour, Potential, Skills & Knowlegde and contribution to Organisation's growth are to be keep in mind for appraisal
3. Two persons will decide about a individual senior & junior of that individual.
29th October 2009 From India, New Delhi
Hello, can someone conversant in Research Methodolgy suggest me on the following:
what is the sample size to take if the total no. of employees is 600
a questionnaire to know the perceptions of people should be qualitative, quantitative or both?
30th October 2009 From Mauritius, Rose Hill
Hey
Let me first tell you one thing
You are working in IT company
so it is my suggetion to conduct 360 degree performance appraisal system
it is much more effective but we can see much more biases in that appraisal system also.
Actually IT has one that advantage of having youngsters more.
If you get bias free reply from everybody than it is worth....
but the main problem of applying such a system in practise is that some employees get chance of leg pooling in against of that person.....
But i suggest you to conduct KRA ( key result area ) based performance appraisal system....
you may also try 360 degree appraisal system but you must aware of getting some worst results also.....
so consider above guidelines........
Actually i am not any master or a kind of proffesional
i am MBA student doing my specialization in HR
If you want to get more information
you can mail me at
Thanx.....
30th October 2009 From India, Ahmadabad
Hi

Tks for these methods
1. Comparative Standards or multi-person comparison- this relative
method of performance is one in which one employees’ performance is compared to the performances of the other employees.
2. Group Rank Ordering – in this kind of performance appraisal, the
supervisor places employees into a particular classification such as ‘top
one fifth’ and ‘second one fifth’. If a supervisor has ten employees only
two could be in the top fifth and two must be assigned to the bottom fifth.
3. Individual ranking- in this, the supervisor lists the employees from
highest to lowest. The difference between the top two employees is assumed equivalent to the difference between the bottom two employees.
Other method is: <link outdated-removed> ( Search On Cite | Search On Google )

Tks in adv
1st November 2009 From Vietnam,

Add Reply Start A New Discussion

Cite.Co - is a repository of information created by your industry peers and experienced seniors. Register Here and help by adding your inputs to this topic/query page.
Prime Sponsor: TALENTEDGE - Certification Courses for career growth from top institutes like IIM / XLRI direct to device (online digital learning)





About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2019 Cite.Co™