I seek your suggestion on designing a 360-degree appraisal form in our firm. We are a small firm, and we will be expanding in the near future. The seniors in the firm have just graduated from college, and most of them have no previous work experience. The average age will be 24 years. Most of the senior techs are from the same college and mingle very well with their friends, but when dealing with juniors, they need to be more mature and professional.
To provide proper feedback on behavior modification, we have decided to implement a Performance Appraisal (PA) form that gives weightage to feedback from Juniors, Managers, Peers, etc. to the extent that their feedback can influence the promotion of the techs. Please advise on this. Is there any other alternative, or how much weightage should I allocate for the various factors such as immediate supervisor, juniors, peers, and managers (HR, Quality Manager, Manager Administration), etc.?
From India, Kochi
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To provide proper feedback on behavior modification, we have decided to implement a Performance Appraisal (PA) form that gives weightage to feedback from Juniors, Managers, Peers, etc. to the extent that their feedback can influence the promotion of the techs. Please advise on this. Is there any other alternative, or how much weightage should I allocate for the various factors such as immediate supervisor, juniors, peers, and managers (HR, Quality Manager, Manager Administration), etc.?
From India, Kochi
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Hi,
Steps involved in 360-Degree Appraisal:
1. The HR department will forward the format to the appraiser and appraisee.
2. Each appraisee should forward the appraisal format to six fellow staff members and declare the names of the six contacts to the HR department.
3. All eight respondents (six + appraisee + appraiser) should return the filled-in forms to the HR department.
4. The HR department will then forward the appraisee report to the appraiser.
5. Review meeting.
Please see the attached format.
Regards,
:D
From India, Thrissur
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4Steps involved in 360-Degree Appraisal:
1. The HR department will forward the format to the appraiser and appraisee.
2. Each appraisee should forward the appraisal format to six fellow staff members and declare the names of the six contacts to the HR department.
3. All eight respondents (six + appraisee + appraiser) should return the filled-in forms to the HR department.
4. The HR department will then forward the appraisee report to the appraiser.
5. Review meeting.
Please see the attached format.
Regards,
:D
From India, Thrissur
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Hi,
My name is MS Maniyam, working as a senior HR executive. I have been struggling to find a format for a 360-degree performance appraisal form. Thank you so much for uploading it on Cite HR. I don't know your name or your personal email address; hence, I am thanking you for your kind help, and I wish you all the best for your future endeavors.
Good luck, regards,
MS.
From India, Bangalore
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My name is MS Maniyam, working as a senior HR executive. I have been struggling to find a format for a 360-degree performance appraisal form. Thank you so much for uploading it on Cite HR. I don't know your name or your personal email address; hence, I am thanking you for your kind help, and I wish you all the best for your future endeavors.
Good luck, regards,
MS.
From India, Bangalore
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hello, Thanks a lot for the format u have given for 360 degree appraisal. i am doing summer project on performance appraisal,and this would be a great help to me. Regards sukhada
From India, Pune
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From India, Pune
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Dear Alisa,
The introduction of 360-degree appraisal in the organization is no easy task. First, check your organization's maturity. The 360-degree appraisal is for mature employees.
Have the systems and processes been stabilized in your organization? Have the objectives been defined for every single department of your company? Have you introduced an audit system to check whether all the departments follow their systems and procedures? If yes, then what is the deviation percentage? What corrective measures do you take to reduce this deviation? Have you identified the competencies for each level of an employee in your organization? If yes, then how do you measure the gap? If you measure the gap, then what steps do you take to reduce this gap?
All the above questions will have implications for 360-degree appraisal. Else, the better option is to go ahead with 360-degree feedback first and then slowly move to 360-degree appraisal.
Should you require any training on performance appraisal, routine performance appraisal, or 360-degree appraisal, you can very well approach me. I have attached my training brochure to this post.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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The introduction of 360-degree appraisal in the organization is no easy task. First, check your organization's maturity. The 360-degree appraisal is for mature employees.
Have the systems and processes been stabilized in your organization? Have the objectives been defined for every single department of your company? Have you introduced an audit system to check whether all the departments follow their systems and procedures? If yes, then what is the deviation percentage? What corrective measures do you take to reduce this deviation? Have you identified the competencies for each level of an employee in your organization? If yes, then how do you measure the gap? If you measure the gap, then what steps do you take to reduce this gap?
All the above questions will have implications for 360-degree appraisal. Else, the better option is to go ahead with 360-degree feedback first and then slowly move to 360-degree appraisal.
Should you require any training on performance appraisal, routine performance appraisal, or 360-degree appraisal, you can very well approach me. I have attached my training brochure to this post.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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360 Degree Feedback and performance Appraisal-Anil Arora.pdf
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