Method Of Performance Appraisal - Ppt Download

What is the status of the 360-degree feedback method in the corporate world?

The 360-degree feedback method remains a prevalent tool in the corporate world for performance evaluation and development. It provides a comprehensive view of an individual's performance by collecting feedback from various sources, including managers, peers, subordinates, and even external stakeholders. This multi-perspective approach offers valuable insights for both the individuals being evaluated and the organizations implementing the feedback process. Despite some challenges in its implementation, such as ensuring confidentiality and providing constructive feedback, the 360-degree feedback method continues to be widely used for enhancing professional growth and fostering a culture of continuous improvement.

It's mind-blowing and it is producing excellent results because it's not just limited to the superior or HR manager but it is extended to your team members and co-workers as well.

With profound regards

Dear All,

360-degree Performance Appraisal System (PAS) is utilized by many corporate companies successfully. However, the system is not implemented in a few industrial setups. It is essential for appraisees to be mature enough to accept feedback and ratings from their subordinates and peers. When there is a healthy and harmonious interpersonal relationship, this system can yield excellent results.

Currently, 720-degree systems are also being implemented.

With warm regards,

S. Sethupathy
Excellent HR Services
Erode

I really wonder why the PAS is getting complicated day by day. Yes, it is a fact that harmony in interpersonal relationships is missing. Ego is found in almost every employee, which is the major reason for destroying relationships. However, those employees who are sincere, honest, loyal, and dedicated are the ones suffering. They are straightforward in nature and do not like to butter up their superiors or cheat anyone just to shine in their careers. What kind of PAS is in practice to help such employees?

With profound regards

What does a 720-degree system mean? A circle has only 360 degrees. How can it be 720 degrees? Isn't this against mathematical principles?

Pon

Dear Pon,
It is nothing but 360 x 2.
The appraisals are done twice. I am enclosing a ppt downloaded earlier from our site to explain it clearly.
And another version of 720-
In traditional 360 degree appraisal, raters include:
• Boss
• Peers – immediate & functional colleagues
• Direct reporters
• Colleagues and internal customers
Then, 540 degree appraisal add more external customers and suppliers
Of courses, 720 degree would also take the feedback from stakeholders & family. So that in 720 degree appraisal, feedback is taken from external sources such as stakeholders, family, suppliers, communities….
However the first version of apprising twice is in practice and more effective also.
with Warm regards
S.Sethupathy

Dear Mr. Sethupathy,

Thank you for updating us about 720-degree PAS. Kindly let me know the total evaluation time for an employee.

With profound regards

Dear Khadir,

This depends on the company's policy. The most suitable time for the second 360 is 6 months after the first 360. This allows for the assessment of the improvements provided in the initial feedback.

S. Sethupathy

Dear Senior,

Thank you for the excellent post on 360-degree appraisal. It is very useful for HR professionals responsible for managing Performance Management System activities in an organization. Please continue to share informative PowerPoint presentations like this.

Thank you,
Regards,
JP
Asst. Manager - HR & Admin
Chennai

Hi,

I would like to inquire whether employees are entitled to view the appraisal after it has been completed by their Heads of Department. If not, how should the flaws and areas for improvement be communicated to them?

I would appreciate your suggestions and remarks as soon as possible. Thank you!

Very useful detail posting; I really appreciate this post. I like this post. I shared it with all my friends.

Thanks for... Business Forms Templates Carbonless Business Forms <link updated to site home> ( Search on Cite | Search on Google ) General business forms <link updated to site home> ( Search on Cite | Search on Google ) Customized Business Forms <link updated to site home> ( Search on Cite | Search on Google )

Corrected spelling and grammar, as well as adjusted the line breaks for better readability.

Feedback from "family" and "vendors" are very important pillars of social compliance systems like WRAP, SA 8000, and ETI. Their origin lies in social compliance, not appraisals.

Feedback in the appraisal cycle is typically done on a quarterly basis. Leading companies have all the information available weekly. Companies without a robust talent development plan or sufficient resources may prolong the feedback process.

Dear All,

Please let me know if self-appraisal and review discussions with L1 (reporting Manager) and L2 (Super Boss/Director) will be known as 180-degree or 360-degree assessments.

Dear Sanpunu,

First things first. The reason for 360-degree success and a blast is not just the performance appraisal method, but because it's basically the performance management system, which is a continuous process. Appraisal is done once a year, and it comes under PMS. The fundamental reason behind its success is that it's one of the new modern systems that reduce errors in appraisal to a minimum. Under appraisal, you are either rated or graded, but under 360, you are judged from all sides you are linked to - peers, subordinates, seniors, customers (internal or external), and even self-appraisal is included. It's not just about your job performance or hitting your targets; it's about how you achieved them. For example, you may have met your target, but how did you treat the customer, which might cost the company in the long term? Your behavior is continuously noted throughout the year, not just a few months before the appraisal. Additionally, everything is documented in forms in a particular format so that differences can be visible, and the transparency in the system helps you analyze how you perceive yourself versus how the company sees you. Employees and employers can easily identify gaps (this is how training needs are analyzed) between achievements and desired results. Companies can customize this system according to their needs, mixing it with management by objectives (KRA, Target).

360-degree feedback doesn't just judge employees; it also evaluates the company overall (what kind of employees do we have, are they right for us). It helps companies improve performance by enhancing employee performance. Another successful system in terms of PMS is the balanced scorecard.

Hope this helps a little.

Regards,

Vandana Malik

Dear Mr. Sethupathy ji,

A BIG THANK YOU for sharing with us about 540 and 720-degree appraisals. It is very informative. Also good to know about such concepts.

However, I personally feel that it is quite a time-consuming process. Can be applied in small firms. It will be difficult to exercise the 720-degree method in large MNC's. Also, the 720 process which involves family is quite unnecessary because a person may be different at home and at work.

Can you please comment on my above-mentioned notions.

Thanks again.