Discover the Essentials of 360-Degree Assessment: A Booklet Overview for HR Enthusiasts

Hello Friends,

Just want to share with you an interesting booklet on performance management. Below are the TOCs that show what is included in this book.

TITLE
360-DEGREE Assessment: An Overview

TABLE OF CONTENTS
Concept
Sources
Superiors
What does this rating source contribute?
What cautions should be addressed?

Self-assessment
What does this rating source contribute?
What cautions should be addressed?

Peers
What does this rating source contribute?
What cautions should be addressed?

Subordinates
What does this rating source contribute?
What cautions should be addressed?

Customers
What does this rating source contribute?
What cautions should be addressed?

Questions & Answers
*Source: U.S. Office of PMTA Programs.*

I hope it will be useful for those who wish to learn the 360-degree assessment program.

Regards,
Adnan

*NOTE*: Please right-click the link <image no longer exists> and click "SAVE TARGET AS" to save the files to your hard disk.

Thank you, EAFIL,

Your warm appreciation and comments are all I need. Sure, I'll post useful stuff related to HR management and hope that people will find it worth reading.

Always friendly,
Adnan

Hi Adnan,

The files that you sent me are RAR files. The executable file is corrupted, so I still could not open it. Can you please resend the files in another format, like ZIP?

Regards,
Sangi

Dear Sangi,

Sorry to hear that you are still unable to read the files. I will try to re-send you the 360 Degree Booklet in PDF format. As far as the ZIP format is concerned, I only use WinRAR archive software. If the online EXE file is corrupt, then I suggest you buy a software CD and install it directly on your PC. Alternatively, you may search for other websites on the internet for a free version of WinRAR software. I hope you'll understand.

Thanks for your patience and understanding.

Regards,
Adnan

Hi Adnan,

The booklet was really useful. However, I have one doubt. Maybe you or anyone else can clarify it. When we say 360-degree appraisal, does it include performance evaluation by your superiors, peers, consultants, clients, etc.? Right? But how unbiased is it in its form? While your peer is evaluating you or vice versa, does it really remain as objective as it should be? Please answer.

Hi there! Thanks for this very useful information. Hope that you'll not get tired of sharing info like this.

Just want to ask, when can you say that the evaluation done by the supervisor to his employees is objective enough... just a thought which hopefully you could help answer... 😊

Have a nice day! 😛

Hi Adnan,

I am Alpesh, working as an HR Executive in the financial sector. The details forwarded by you will definitely be very useful. Also, if you could forward some articles on recruitment techniques at various levels.

Regards,
Alpesh Palan

Hi dear, it's Sawan. I am from India. I have read the book suggested by you; it's a very good book. I would like to recommend that you read "HR Review" (ICFAI Publications). It will help you increase your knowledge.

Dear Adnan,

I apologize for the inconvenience, but could you please forward a copy of the appraisal to me as well, at [Login to view]? Your assistance is greatly appreciated, and thank you for sharing this information.

:) Cheers and smiles

Hi, Mr. Adnan,

I was amazed to see the number of appreciations you received for the 360-degree article, and that makes me even more curious to know more. I apologize for not being able to download your PDF format and WinRAR. Could you please email it to me at kiran_6985@yahoo.com?

Thank you.

Hi!

This is a very informative material on the 360 Degree Appraisal Method. However, it fails to answer the questions and clarify the issues that surround this methodology. The reasons are as follows:

1. There is no discussion about the "appropriate weight of the ratings" that each of the identified raters must be given. Does it mean all the raters identified (employee's immediate contacts) will have the same or equal rating weights? I disagree because this is open to questions and poses a legal problem for the company, especially when the results are used as a basis for the dismissal of those rated "poor."

2. This material failed to make the 360 Degree a true appraisal tool that can stand on its own. The 360 Degree remains a framework or perspective in this discussion. It does not provide the "tool or form" that organizations can use to accomplish the objectives it is promoting. Hence, HR practitioners would still have to design their tools/questionnaires.

3. In view of its failure to propose its own "tool or form," the 360 Degree can be a useless methodology if the people who follow it adopt "appraisal forms" that contain the same "characteristics" (e.g., subjectivity, bias, favoritism, unfairness) as those that have made employees hate appraisals worldwide.

Best wishes.

Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
(mobile)

Hi Adnan,

This is Roshan Suhail. I am busy developing a Full One-Day Team Building Workshop. I am looking for some exciting ideas like games and activities. If you have some stuff to share, that would be great.

Thanks