720 Degree Of Performance Appraisal

do any one have a proper definition of 720 degree appraisal.....and does anyone know about any organisation that follows this method?waitin for reply.

hi
recently i attended a hr compt' in ipe hyd and there was ? abt 540 degree appraisal.... i gave the ans like.... the people outside the org related to the appraisee ... who submits his appraisal sheet abt the appraisee .... is it right? r plz could anybody post some details abt it...
thank u..

720 degree PA is nothing but incl of yo vendors , suppliers , customers , peers in the PA to know how yo are able to deal with them , these days its not just abt the interpersonal relations within the company but stretched beyond the boundaries of the compny

Hi, the term 360m degree represents a full circle of feedback from all angles. Other names are multi-rater, multi-source, full-circle, group performance review, 180 degrees and, finally, the 720 degrees. Some Companies or organizations apply a 720-degree approach which provides for two rounds of feedback (a pre- and post-test) or a feedback approach which is done again after nine to twelve months. The performance appraisal can be on an individual basis, a multi-rater process—either from an online assessment or through the more involved structured interview process. Performance appraisals are done by companies to help to review the performance of the employees, their strengths, weaknesses and accomplishments during the year. Performance appraisal allows deciding the goals, objectives and the desired performance standards for the employee for the upcoming year. There is no comprehensive formula for doing so. The overall rating is based on a number of factors like the extent of goals achieved, the overall performance of the employee, his competencies etc.

Hi, the term 360m degree represents a full circle of feedback from all angles. Other names are multi-rater, multi-source, full-circle, group performance review, 180 degrees and, finally, the 720 degrees. Some Companies or organizations apply a 720-degree approach which provides for two rounds of feedback (a pre- and post-test) or a feedback approach which is done again after nine to twelve months. The performance appraisal can be on an individual basis, a multi-rater process—either from an online assessment or through the more involved structured interview process. Performance appraisals are done by companies to help to review the performance of the employees, their strengths, weaknesses and accomplishments during the year. Performance appraisal allows deciding the goals, objectives and the desired performance standards for the employee for the upcoming year. There is no comprehensive formula for doing so. The overall rating is based on a number of factors like the extent of goals achieved, the overall performance of the employee, his competencies etc.

Hi, the term 360m degree represents a full circle of feedback from all angles. Other names are multi-rater, multi-source, full-circle, group performance review, 180 degrees and, finally, the 720 degrees. Some Companies or organizations apply a 720-degree approach which provides for two rounds of feedback (a pre- and post-test) or a feedback approach which is done again after nine to twelve months. The performance appraisal can be on an individual basis, a multi-rater process—either from an online assessment or through the more involved structured interview process. Performance appraisals are done by companies to help to review the performance of the employees, their strengths, weaknesses and accomplishments during the year. Performance appraisal allows deciding the goals, objectives and the desired performance standards for the employee for the upcoming year. There is no comprehensive formula for doing so. The overall rating is based on a number of factors like the extent of goals achieved, the overall performance of the employee, his competencies etc.

Hi, the term 360m degree represents a full circle of feedback from all angles. Other names are multi-rater, multi-source, full-circle, group performance review, 180 degrees and, finally, the 720 degrees. Some Companies or organizations apply a 720-degree approach which provides for two rounds of feedback (a pre- and post-test) or a feedback approach which is done again after nine to twelve months. The performance appraisal can be on an individual basis, a multi-rater process—either from an online assessment or through the more involved structured interview process. Performance appraisals are done by companies to help to review the performance of the employees, their strengths, weaknesses and accomplishments during the year. Performance appraisal allows deciding the goals, objectives and the desired performance standards for the employee for the upcoming year. There is no comprehensive formula for doing so. The overall rating is based on a number of factors like the extent of goals achieved, the overall performance of the employee, his competencies etc.

Hi, the term 360m degree represents a full circle of feedback from all angles. Other names are multi-rater, multi-source, full-circle, group performance review, 180 degrees and, finally, the 720 degrees. Some Companies or organizations apply a 720-degree approach which provides for two rounds of feedback (a pre- and post-test) or a feedback approach which is done again after nine to twelve months. The performance appraisal can be on an individual basis, a multi-rater process—either from an online assessment or through the more involved structured interview process. Performance appraisals are done by companies to help to review the performance of the employees, their strengths, weaknesses and accomplishments during the year. Performance appraisal allows deciding the goals, objectives and the desired performance standards for the employee for the upcoming year. There is no comprehensive formula for doing so. The overall rating is based on a number of factors like the extent of goals achieved, the overall performance of the employee, his competencies etc.

720 degree feedback is performing a feedback after the main 360 degree appraisal. Many management experts feel that doing a comprehensive 360 degree appraisal is not complete. As effective procedure to measure imporvements and receive feedback is essential for the success of any appraisal which gives a pre and post intervention result. The pre-intervention result sets the baseline and post-intervention survey shows the amount of improvement in the results. 720 apprailsa name suggests is 360 degree twise doing the appraisal once where the performance of the employee is analyzed and having a good feedbakc mechanism. 720 degree appraisla seeks to address th concerns by giving the employees feedback on their performance and help to attain the goals set for them

Dear Rajat,
Iam working as an HR EXECUTIVE but new to performance appraisal system ? Can you please help me out with the same as how to start with it ? :icon4: