Hello Seniors, can anyone guide me on the step-by-step process of a real 360-degree appraisal and not from our HR books? My main concern here is how appraisers (i.e., people who appraise) are selected and how the results are quantified to come up with a rating. Thanks for your help in advance.
Regards, Bharti
From United Kingdom, London
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Regards, Bharti
From United Kingdom, London
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I want to understand more about 360-degree appraisal and was wondering how it works in a real-life scenario. Anyone sharing thoughts on how the 360-degree appraisal process works would help me. Hope I answered your question. Happy to provide any more clarity required.
Regards
From United Kingdom, London
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Regards
From United Kingdom, London
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Dear Bharti,
I want to suggest the process of 360-degree appraisal:
1. First, develop tools for different positions (executives, managers, DGMs, and CEOs, etc.).
2. Orient the staff on the appraisal procedure; they follow it if you are really particular. You have to roll it out in a sealed cover to capture the real feedback and understand the actual challenges.
3. It must be a mutual process where executives and all other layers submit their appraisal form to the unit head/plant head.
4. The plant head will also fulfill their appraisal form and submit it to the MD and governing body members.
The main objective of this process is to know the actual feedback from your employees:
- An executive may not provide actual feedback about their reporting officer because he/she might be targeted.
- At the same time, you should gather feedback from their reporting officer about their team members in a closed appraisal form application.
- The tool must be smart and able to capture the actual status of their feelings/challenges.
I hope this process will serve your purpose in resolving your organization's operational issues and help improve the comfort levels of your employees while minimizing staff turnover.
Finally, this is the only ventilation for lower staff to express their feelings about their supervisors, and you must give high priority to this exercise to resolve any abnormal issues that may arise.
I hope it will serve your purpose.
Regards, Sarkar
[Phone Number Removed For Privacy Reasons]
From India, Hyderabad
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I want to suggest the process of 360-degree appraisal:
1. First, develop tools for different positions (executives, managers, DGMs, and CEOs, etc.).
2. Orient the staff on the appraisal procedure; they follow it if you are really particular. You have to roll it out in a sealed cover to capture the real feedback and understand the actual challenges.
3. It must be a mutual process where executives and all other layers submit their appraisal form to the unit head/plant head.
4. The plant head will also fulfill their appraisal form and submit it to the MD and governing body members.
The main objective of this process is to know the actual feedback from your employees:
- An executive may not provide actual feedback about their reporting officer because he/she might be targeted.
- At the same time, you should gather feedback from their reporting officer about their team members in a closed appraisal form application.
- The tool must be smart and able to capture the actual status of their feelings/challenges.
I hope this process will serve your purpose in resolving your organization's operational issues and help improve the comfort levels of your employees while minimizing staff turnover.
Finally, this is the only ventilation for lower staff to express their feelings about their supervisors, and you must give high priority to this exercise to resolve any abnormal issues that may arise.
I hope it will serve your purpose.
Regards, Sarkar
[Phone Number Removed For Privacy Reasons]
From India, Hyderabad
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Maruti adopts `360 degree' appraisal system.doc