Hi everyone,
I am a student of HR. As a part of my project, I want to prepare a proposal to implement a 360-degree appraisal system for a company. I want to know how to go about it, what are the factors included in it, and what are the different parameters which we can consider. It will be helpful for me if you can provide the info as soon as possible.
From India, Mumbai
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8I am a student of HR. As a part of my project, I want to prepare a proposal to implement a 360-degree appraisal system for a company. I want to know how to go about it, what are the factors included in it, and what are the different parameters which we can consider. It will be helpful for me if you can provide the info as soon as possible.
From India, Mumbai
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Dear Member Use the search option in this site with key words 360 Degree Appraisal,, yu will get lots of information,,, Regards M. Peer Mohamed Sardhar
From India, Coimbatore
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From India, Coimbatore
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Mr. Peer i hv already search with the option u hv given but i m getting info about wht is 360 degree appraisal n i want to knw how we can implement it in a company so can anybody help me with it
From India, Mumbai
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From India, Mumbai
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Pranali,
There are several things you need to keep in mind before starting:
a) Prepare detailed job descriptions if they do not exist.
b) Prepare KRAs for the positions. The hard part: Do you have ground data to support an appraisal process? I tried to do it for a client wherein they never tracked their employees' performance on a weekly basis. Subjective feedback is a sham as people tend to forget facts after a period of time.
c) Next, prepare a questionnaire inviting feedback about a person from his juniors/peers/seniors, etc. Here, use a ranking method and ask respondents to give examples to substantiate. Does the culture support free speech? If not, you won't get feedback about a manager from his juniors. In this case, start from the ground level upwards, i.e., start from the bottom-ranking employee. From their performance, you can gauge the workload of a senior, etc.
Regards,
Suryavrat
From India, Delhi
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There are several things you need to keep in mind before starting:
a) Prepare detailed job descriptions if they do not exist.
b) Prepare KRAs for the positions. The hard part: Do you have ground data to support an appraisal process? I tried to do it for a client wherein they never tracked their employees' performance on a weekly basis. Subjective feedback is a sham as people tend to forget facts after a period of time.
c) Next, prepare a questionnaire inviting feedback about a person from his juniors/peers/seniors, etc. Here, use a ranking method and ask respondents to give examples to substantiate. Does the culture support free speech? If not, you won't get feedback about a manager from his juniors. In this case, start from the ground level upwards, i.e., start from the bottom-ranking employee. From their performance, you can gauge the workload of a senior, etc.
Regards,
Suryavrat
From India, Delhi
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