Hi, Can anyone help me out with the various kinds of appraisal process (for eg.360 degree /180 degree) and brief description about the same. Cheers Prema
From India, Madras
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From India, Madras
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There are various kinds of appraisals.
Strategic goals are rigorously and meaningfully translated into team and individual objectives through two-way communication mechanisms. People are clear about their roles and goals; they experience the personal and commercial benefits of achieving objectives. People feel included and motivated to achieve their targets.
A regular feedback mechanism helps the employee understand the company's expectations and how their performance aligns with those expectations.
Some appraisal methods include:
1) Graphical Rating Scale - In this method, the appraiser selects the most descriptive rating or evaluative adjective for the employee being appraised.
2) Ranking Method, Paired Comparison, and Forced Distribution - In this method, employees are ranked against each other. It is a comparative method of appraising employees. This method is not preferred as it does not compare individual performances but rather differences in performance.
3) Checklist Method - The appraiser checks/ranks each employee based on a list of statements or adjectives. Sometimes, a hidden formula is used to calculate the appraisal results.
4) Critical Incident Technique - In this method, the appraiser keeps notes of the employee's behavior throughout the appraisal period, which are then used to determine appraisal scores. This method is very behavior-based.
5) 360-Degree and 180-Degree Appraisals:
In 360-degree appraisal - everyone interacting with the employee provides an appraisal rating, including supervisors, subordinates, peers, internal vendors, and external vendors.
In 180-degree appraisal, only a few of the mentioned groups appraise the employee.
I hope this information is helpful. If you need more information, please feel free to reach out.
Regards,
PK
From India, Pune
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Strategic goals are rigorously and meaningfully translated into team and individual objectives through two-way communication mechanisms. People are clear about their roles and goals; they experience the personal and commercial benefits of achieving objectives. People feel included and motivated to achieve their targets.
A regular feedback mechanism helps the employee understand the company's expectations and how their performance aligns with those expectations.
Some appraisal methods include:
1) Graphical Rating Scale - In this method, the appraiser selects the most descriptive rating or evaluative adjective for the employee being appraised.
2) Ranking Method, Paired Comparison, and Forced Distribution - In this method, employees are ranked against each other. It is a comparative method of appraising employees. This method is not preferred as it does not compare individual performances but rather differences in performance.
3) Checklist Method - The appraiser checks/ranks each employee based on a list of statements or adjectives. Sometimes, a hidden formula is used to calculate the appraisal results.
4) Critical Incident Technique - In this method, the appraiser keeps notes of the employee's behavior throughout the appraisal period, which are then used to determine appraisal scores. This method is very behavior-based.
5) 360-Degree and 180-Degree Appraisals:
In 360-degree appraisal - everyone interacting with the employee provides an appraisal rating, including supervisors, subordinates, peers, internal vendors, and external vendors.
In 180-degree appraisal, only a few of the mentioned groups appraise the employee.
I hope this information is helpful. If you need more information, please feel free to reach out.
Regards,
PK
From India, Pune
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Performance Appraisal evaluation.doc