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Dear Friends You can check out this seminar presentation on 360 Degree performance appraisal. One of the current hot topics of the industry. Hope you all will like. Regards Rima

Attached Files
File Type: ppt 360_degree_performance_appraisal_176.ppt (314.5 KB, 11092 views)

:D Dear Rima / all the H R pundits
1. Please accept my sincere appreciation for the nice ppt " 360 Appraisal"
2. May I request you to educate me - as to the weightage ratio that can be assigned to each catagory of appraisors around an employee, so as to ensure maximum objectivity to the final ratings.
3. Views from the HR seniors / peers are most welcome .
Email ID - Ramesh Gautam
LNMI- Patna.

i read the ppt on 360degree performance appraisal... its really worth appreciating... thanks a bunch, was indeed informative...
but some where on this site itself, under the performance mangement forum, i found that theoretically external customers are not a part of 360degree, rather all these were added by different people over the years and that when external customers or for that matter any external element when added onto performance appraisal, would make it 720degree appraisal and not 360 degree...
its not what i have identified but i read on this site.. expecting ur comments...

Hi Friends
Thanks for appreciating my work. I am really glad that you all liked it.
Dear Sp
Yes Its true that customers are not a part of 360 but again there is a glitch there. To put it simply 360 degree means a circle so a candidate has to be apprised from at lest 4 angles (90+90+90+90). Now for a candidate working in the bottom layer in the organizational hierarchy and dealing directly with the client the customer can be considered as the other angle. The same is also true for service organizations where the customer reins supreme.
That my take on the thing. I would like to get feedback and suggestions from fellow members if any. :idea:

Can you inform of the contemporary Confidential Report Sys in the industry, which can assess groups with heavy manpower base (as Railways) of varied qualifications and divided in various sub-groups as per work reuqirements.

hi this is shariff and i seen the your presentation it given full in formation regarding the 360 PA and nice to see that type of the performance apprisal :) with regards shariff

this shariff

i go through your presentation of "360PA" and it given good information to young HR's. being a HR manager we should have a through knowledge in 360PA keep going like that and all the best for rest of presentations

with regards

Hi friends
I have no words to acknowledge my gratitude for all your kind words. Thanks a lot friends.
Sheriff this is to inform you that I am not an HR Manager. I am just a fresher looking for an opportunity. I made this presentation in my Semester II of MBA (HR).
Baljeet I am sorry I don’t have much knowledge about the Confidential Report System as you were talking about. I am afraid I wouldn’t be of much help to you.
I especially thank my friends from Pakistan for their kind words.

Hi Aarti Sorry aarti i tried sending but the mail got bounced from your ID. Do gve me another ID Regards Rima
Hi Ranjeet,
As you have mentioned that PMS is very effective if we use KRA and evaluate it on monthly basis. Can you throw morelight on this as we want to implement this within our organisation.How do i measure the KRA's do i need to make a balance score card.

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