Dear seniors
I have a question regarding "Performance appraisal" actually we say 360 degrees ... performance appraisal so my question is why do we use 'Degrees' ,can we have 90,180,270 degrees performance appraisal??
Can you please clear my doubt?
regards,
parimala(mba-hr).
From India, Hyderabad
I have a question regarding "Performance appraisal" actually we say 360 degrees ... performance appraisal so my question is why do we use 'Degrees' ,can we have 90,180,270 degrees performance appraisal??
Can you please clear my doubt?
regards,
parimala(mba-hr).
From India, Hyderabad
Dear Parimala
Have you read any article on 360 degree appraisal?
What is 360 degree? It is a circle
An appraisal when made by
1. Self
2. Boss Immediate reporting officer and the departmental head
3.User departments or customers
4.Peers across in the same department and other departments as well
then it is called 360 degree appraisal. This is elementary explanation to 360 degree appraisal. Please read more articles in this site itself on this subject
Best wishes
Siva
From India, Chennai
367Have you read any article on 360 degree appraisal?
What is 360 degree? It is a circle
An appraisal when made by
1. Self
2. Boss Immediate reporting officer and the departmental head
3.User departments or customers
4.Peers across in the same department and other departments as well
then it is called 360 degree appraisal. This is elementary explanation to 360 degree appraisal. Please read more articles in this site itself on this subject
Best wishes
Siva
From India, Chennai
Hi Parimala,
That's an innocent question to ask.
When you are in HR you can sometimes be bombarded with the ever-evolving terminologies
and the processes associated with them. Keeping updated with them is a task on its own.
For eg. There was Recruitment only then came Recruitment and selection, the came recruitment and placements,
then came Hiring processes, the they substituted all that for Talent acquisition which is the operating terminology now.
It really doesn't matter. As you can always be curious and keeping doing the necessary research by asking yourself
how they come to form/exist in the first place.
Siva has answered your initial query on why its called so and what is the process.
Staying curious further, you might find asking yourself the basic questions that may lead
to additional revelations like....
Primarily at the base of any appraisal process is who?
Employee and Organization.
Employee's primary relationship to his Organization is through his work contract.
The work contract's relationship to Organization is role.
The Role's relationship to Organization is job profile + competencies.
The Job profile + competency's relationship to Organization is Department and its goals.
The Department goals relationship to Organization is Business or Organization goals.
Now as you see I don't need to go any further. You being an MBA can make sense of those words. Can you not?
So Appraisal Processes generally attempt to first establish the relationship of the role
to the organization. And as you realize it has many many relationships that allow you to measure
or come up with a framework to asses an employees performance against organizational goals.
Simply put 360 Feedback/Appraisal processes (is just one out of many) which attempts
to capture the working relationship of an employee in his job/work role and the other roles
connected to him - bottom up, up-down, side-ways, laterally and externally. The real challenge
is when you have employees connected to task teams. That's not your headache now
Hope that rests all your doubts about the Appraisal Systems in HR including why they call it 360.
Best wishes
Erstine
From India, Aurangabad
That's an innocent question to ask.
When you are in HR you can sometimes be bombarded with the ever-evolving terminologies
and the processes associated with them. Keeping updated with them is a task on its own.
For eg. There was Recruitment only then came Recruitment and selection, the came recruitment and placements,
then came Hiring processes, the they substituted all that for Talent acquisition which is the operating terminology now.
It really doesn't matter. As you can always be curious and keeping doing the necessary research by asking yourself
how they come to form/exist in the first place.
Siva has answered your initial query on why its called so and what is the process.
Staying curious further, you might find asking yourself the basic questions that may lead
to additional revelations like....
Primarily at the base of any appraisal process is who?
Employee and Organization.
Employee's primary relationship to his Organization is through his work contract.
The work contract's relationship to Organization is role.
The Role's relationship to Organization is job profile + competencies.
The Job profile + competency's relationship to Organization is Department and its goals.
The Department goals relationship to Organization is Business or Organization goals.
Now as you see I don't need to go any further. You being an MBA can make sense of those words. Can you not?
So Appraisal Processes generally attempt to first establish the relationship of the role
to the organization. And as you realize it has many many relationships that allow you to measure
or come up with a framework to asses an employees performance against organizational goals.
Simply put 360 Feedback/Appraisal processes (is just one out of many) which attempts
to capture the working relationship of an employee in his job/work role and the other roles
connected to him - bottom up, up-down, side-ways, laterally and externally. The real challenge
is when you have employees connected to task teams. That's not your headache now
Hope that rests all your doubts about the Appraisal Systems in HR including why they call it 360.
Best wishes
Erstine
From India, Aurangabad
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
