Hi!
I think this site has the tendency to be repetitive with many of its discussion topics. I don't know whether this is something good or bad for HR practitioners/ professionals, but if you look at the way our membership has increased from where we are since Sid created this site in 2004 (from a few hundreds to hundreds of thousands with several hundreds of new members joining every day), we can say that our peers in HR seem NOT to mind repetitive discussions of a particular topic like 360 and 720 Degrees appraisal methodologies.
I remember responding once on this topic, but I can't remember all that I wrote in that post. But anyway, just like some discussants now, I also have strong negative views about the attempt to re-invent/ re-package the "360 Degrees" methodology into the so-called "720 Degrees".
To me this attempt by some people to simply rename an existing methodology or system just because of a "repeat of its implementation" within the same period is not a positive development for human knowledge and advancement of HR ---- both as a field of study and profession.
I believe HR professionals would do well to focus on the further improvement of the 360 Degree method rather than repackage it and give it another name ---- and, consequently claim recognition. At this point in time, the 360 Degree method is still a very doubtful performance appraisal methodology because of the reasons enumerated below. Hence, simply repackaging it would still make these issues unresolved:
1. It is not an appraisal tool but simply a framework on how to implement an appraisal tool or system;
2. Its proponents cannot identify and justify the appropriate weights of the each contact's ratings to make the ratings credible and acceptable to both the employee, the immediate superior, and the organization;
3. Because of the vagueness on the acceptability of the weights of each contact's ratings, the end result of this appraisal method is open to legal challenge, esp when such result is used as basis for both promotion and/ or disciplinary action, e.g. dismissal.
By the way, those who are trying to professionalize their organizations (thru manualization of their operating procedures) can now have the chance of doing it cheaply because my company is offering a very special sale of all policies and manuals being sold by its sister company --- The Corporate Policy Center. This sale gives our clients as much as 50% discount on the regular prices posted in its website. For those interested, please feel fre to visit our site for the list of Available Manuals and their prices at:
http://www.freewebs.com/emillaconsulting
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
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