It is a complex calculation involving Confidence Level and Confidence Intervals, as well as the test statistics such as Z, T, F, Chi-Square statistics or ANOVA, the distribution of the population, and in case of any previous study, if you are aware about the s.d. and mean of the population.
The derivation is too complex to be quoted here.
Suffice to say that in a population of 600, at 95% Confidence Level and at Confidence Interval of more than 75 (+- 5) %, the sample size (for systematic random sampling) needs to be at least 83;
for 99% Confidence level, sample size needs to be at least 130.
You can perform a systematic random sampling by assigning a unique sequential number to each employee and then using either a Random Table, or a computer generated random numbers for 83 or 130 employees (depending on the Confidence Level required).
Please take care that in case that particular employee is unavailable, no substitute should be taken; rather the next number should again be drawn randomly.
Hope this will be of help to you in arriving at the required sample size; else you can brush up your MBA Statistics notes.
2nd November 2009 From India, Delhi
have you tried googling this topic? Lots of information available if you just look.
I attach a link to a website with at least half a dozen different sample 360 surveys - this should give you all an idea of how to set up a 360 survey.
360 Degree Feedback Survey and Software. Collecting feedback over the Internet. Attitude, Opinion, Behavior, Needs, Data.
16th November 2009 From India, Kochi
Thanks for sharing the proforma. Heowever, even i feel that the form contains areas only for Appraiser and Appraisee. There is no scope for reviewer. plus in a 360 Degree Appraisal we vene have the suboridnates, peers, external customers and all... So where do we capture them in this form...
Also we know that 360 degree appraisal format takes a lot of time. It would be great if you could throw some light on as to how much time one employees' 360 degree appraisal completion would take?
16th November 2009 From India, Madras
i want to know that what is the procedure of employees entrance in a company . please suggest me & guide me , that how i will maintain the data of all employee with their full information.,so, it will be a very good data about the employee.
pls send me some formats which i can follow.
8th January 2010 From India, Bangalore
Glad to know that many of you found the model useful. Thanks for the feedbacks received so far.
Forgot to mention that this model is best useful for senior management staff (managers and above).
For other levels, you can customise one on the same priniciple.
Expansion of SMART is [Specific, Measurable, Achievable, Result Oriented and Time (duration)]
11th January 2010 From India, Bangalore
Enclosed here pdf document titled 'Guidelines for 360 Degree Feedback'.
Suggestions & New Trends in 360 Degree Feedback are invited from readers.
Áine Gray, SHL
Antonia Lewis, SHL
Clive Fletcher, BPS, Division of Occupational Psychology
Eugene Burke, SHL
John Mackay, Small Business Service,
Department of Trade and Industry
Mark Kubilius, Management Best Practice Directorate,
Department of Trade and Industry
Pat Lindley, BPS Steering Committee on Test Standards
12th January 2010 From India, Mumbai
Are you looking for any performance appraisal software,if yes, we hSenid Software India Pvt Ltd,we have a system to track 360 degree performance appraisal.
Pls do contact me at
W:hSenid Software International - HR & Mobile Software Provider
21st January 2010 From India, Alandur
Go through this link : https://www.citehr.com/18322-perform...al-format.html
you will get more formats.
31st January 2010 From India, Delhi
Exactly 360 degree Appraisal is related to an employee which can be acquired by the HR Team by each and every department where an individual perform his/her duties. So its very simple to get the feedback for the same.
I hope this briefing helps u.
5th February 2010 From India, Mumbai
The benefits of 360 degree appraisal over 180 degree is that in the latter, the subordinates do not have a part to play in providing feedback on the appraisal. It is only the boss,seniors,peers who are involved.The 360 degree cycle is more holistic. The subordinates also get a chance to give their inputs.
My observation has been that the 360 degree appraisal is used more for middle and senior level positions.
5th March 2010 From India, Bangalore
However, I would like to just bring forward, one thing.
If you are getting started, do not focus on the degrees, just ensure that communication gets through and the feedback loops are there.
Get the most simplest tool and have it to work up and until you progressively adopt the 360 degree feedback as it it not as easily implemented.
One of the toughest thing you will have to over come, is inertia and company culture.
5th March 2010 From Mauritius
360 Feedback is a method of assessment that can enrich an organization’s human resources through the identification of individuals' personal development needs, improved feedback and teamwork, and better career development. The end results include improved customer service and a better "bottom line".
When it comes to evaluating their employees, executives find that accurate feedback can often be very difficult to get. People tell them what they think they want to hear, rather than what they need to hear. This is where 360 degree feedback can help - because the feedback comes from multiple sources and comes anonymously; it provides executives with exactly what they need: frank evaluations.
Standard performance appraisals are quite often linked to things such as how much a person's pay rise will be. 360 Degree Feedback has a different focus - an individual's development.
29th March 2010