Can anyone help me to get some information on the 180-degree Appraisal Process? I need to prepare a PPT on various appraisal methods and am unable to find useful text for the 180-degree Appraisal Process.
From India, Delhi
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From India, Delhi
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As per my knowledge and thanks to you, I searched about this appraisal process. So here it is...
A80 Equipment Performance Management Methodology
A new statistically based equipment performance management methodology called A80 focuses on equipment or operation performance variability to rapidly identify and improve the 'true constraint' performance. It rejects the traditional use of average availability as a primary indicator of equipment performance and capacity because it provides no indication of stability and thus invariably fails to prompt the correct response to performance inconsistencies.
Performance Appraisal Methods
1. **Critical Incident Method**
This format of performance appraisal involves identifying and describing specific incidents where employees did something really well or need improvement during their performance period.
2. **Weighted Checklist Method**
In this style, performance appraisal is conducted under a method where jobs are evaluated based on descriptive statements about effective and ineffective behavior on jobs.
3. **Paired Comparison Analysis**
This form of performance appraisal is a good way to make full use of the methods of options. There will be a list of relevant options. Each option is compared with the others in the list. The results are calculated, and the option with the highest score is mostly chosen.
4. **Graphic Rating Scales**
This format is considered the oldest and most popular method to assess employee performance. In this style of performance appraisal, management simply checks the performance levels of their staff.
5. **Essay Evaluation Method**
In this style of performance appraisal, managers/supervisors are required to figure out the strong and weak points of staff behaviors. The essay evaluation method is a non-quantitative technique. It is often mixed with the graphic rating scale method.
6. **Behaviorally Anchored Rating Scales**
This formatted performance appraisal is based on making rates on behaviors or sets of indicators to determine the effectiveness or ineffectiveness of working performance. The form is a mix of the rating scale and critical incident techniques to assess staff performance.
7. **Performance Ranking Method**
The performance appraisal of ranking is used to assess the working performance of employees from the highest to lowest levels. Managers will make comparisons of an employee with others, instead of comparing each employee with certain standards.
8. **Management By Objectives (MBO) Method**
MBO is a method of performance appraisal in which managers or employers set a list of objectives and make assessments on their performance on a regular basis, and finally make rewards based on the results achieved. This method mostly cares about the results achieved (goals) but not the way employees fulfill them.
9. **360-Degree Performance Appraisal**
The style of 360-degree performance appraisal is a method where employees give confidential and anonymous assessments on their colleagues. This post also provides information that can be used as references for such methods of performance assessments as 720, 540, 180...
10. **Forced Ranking (Forced Distribution)**
In this style of performance appraisal, employees are ranked in terms of forced allocations. For instance, it is vital that the proportions be shared in such a way that 10 or 20% will be the highest levels of performance, while 70 or 80% will be in the middle level, and the rest will be in the lowest one.
11. **Behavioral Observation Scales**
The method based on the scales of observation on behaviors is one in which important tasks that workers have performed during their working time are assessed on a regular basis.
Thanks
Regards,
Atul Khanna
HR Recruiter
[Phone Number Removed For Privacy Reasons]
[Email Removed For Privacy Reasons]
From India, Gurgaon
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41A80 Equipment Performance Management Methodology
A new statistically based equipment performance management methodology called A80 focuses on equipment or operation performance variability to rapidly identify and improve the 'true constraint' performance. It rejects the traditional use of average availability as a primary indicator of equipment performance and capacity because it provides no indication of stability and thus invariably fails to prompt the correct response to performance inconsistencies.
Performance Appraisal Methods
1. **Critical Incident Method**
This format of performance appraisal involves identifying and describing specific incidents where employees did something really well or need improvement during their performance period.
2. **Weighted Checklist Method**
In this style, performance appraisal is conducted under a method where jobs are evaluated based on descriptive statements about effective and ineffective behavior on jobs.
3. **Paired Comparison Analysis**
This form of performance appraisal is a good way to make full use of the methods of options. There will be a list of relevant options. Each option is compared with the others in the list. The results are calculated, and the option with the highest score is mostly chosen.
4. **Graphic Rating Scales**
This format is considered the oldest and most popular method to assess employee performance. In this style of performance appraisal, management simply checks the performance levels of their staff.
5. **Essay Evaluation Method**
In this style of performance appraisal, managers/supervisors are required to figure out the strong and weak points of staff behaviors. The essay evaluation method is a non-quantitative technique. It is often mixed with the graphic rating scale method.
6. **Behaviorally Anchored Rating Scales**
This formatted performance appraisal is based on making rates on behaviors or sets of indicators to determine the effectiveness or ineffectiveness of working performance. The form is a mix of the rating scale and critical incident techniques to assess staff performance.
7. **Performance Ranking Method**
The performance appraisal of ranking is used to assess the working performance of employees from the highest to lowest levels. Managers will make comparisons of an employee with others, instead of comparing each employee with certain standards.
8. **Management By Objectives (MBO) Method**
MBO is a method of performance appraisal in which managers or employers set a list of objectives and make assessments on their performance on a regular basis, and finally make rewards based on the results achieved. This method mostly cares about the results achieved (goals) but not the way employees fulfill them.
9. **360-Degree Performance Appraisal**
The style of 360-degree performance appraisal is a method where employees give confidential and anonymous assessments on their colleagues. This post also provides information that can be used as references for such methods of performance assessments as 720, 540, 180...
10. **Forced Ranking (Forced Distribution)**
In this style of performance appraisal, employees are ranked in terms of forced allocations. For instance, it is vital that the proportions be shared in such a way that 10 or 20% will be the highest levels of performance, while 70 or 80% will be in the middle level, and the rest will be in the lowest one.
11. **Behavioral Observation Scales**
The method based on the scales of observation on behaviors is one in which important tasks that workers have performed during their working time are assessed on a regular basis.
Thanks
Regards,
Atul Khanna
HR Recruiter
[Phone Number Removed For Privacy Reasons]
[Email Removed For Privacy Reasons]
From India, Gurgaon
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Performance Appraisal Methods.doc
Improving Employee Performance Through Appraisal And Coaching.pdf