Hi, We are doing 360 appraisal process to upgrade or improve the Appraisal process. Please help by sharind the Feedback questionnaire on appraisal process.
From India, Delhi
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From India, Delhi
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Introduction of 360-Degree Appraisal
The introduction of a 360-degree appraisal is no easy task. It requires a lot of organizational maturity; otherwise, it may do more harm than good. By the way, you may read my previous comments on this subject: https://www.citehr.com/9777-need-hel...tml#post890032
Assessing Managerial Qualities
Secondly, is every junior capable of assessing the managerial qualities of his/her manager? Are the juniors capable of correctly interpreting the decisions of the managers? For example, while juniors could be sitting at their work desk, the manager could be negotiating with the suppliers very well in the boardroom. In that case, how would juniors know the negotiating abilities of the manager?
Essence of Performance Appraisal (PA)
Above all, the essence of Performance Appraisal (PA) does not just lie in the measurement of individual performance but also in the organization's performance. For this, you need to identify the direct and indirect costs associated with the department. Later, you need to assign these costs to each HOD. This is far more important than a 360-degree appraisal.
I have just replied to one of the posts on the identification of business costs. You may click the following link to refer to my reply: https://www.citehr.com/516856-leathe...-industry.html
Ok...
Regards,
Dinesh V Divekar
From India, Bangalore
Acknowledge(1)Amend(0)
8072The introduction of a 360-degree appraisal is no easy task. It requires a lot of organizational maturity; otherwise, it may do more harm than good. By the way, you may read my previous comments on this subject: https://www.citehr.com/9777-need-hel...tml#post890032
Assessing Managerial Qualities
Secondly, is every junior capable of assessing the managerial qualities of his/her manager? Are the juniors capable of correctly interpreting the decisions of the managers? For example, while juniors could be sitting at their work desk, the manager could be negotiating with the suppliers very well in the boardroom. In that case, how would juniors know the negotiating abilities of the manager?
Essence of Performance Appraisal (PA)
Above all, the essence of Performance Appraisal (PA) does not just lie in the measurement of individual performance but also in the organization's performance. For this, you need to identify the direct and indirect costs associated with the department. Later, you need to assign these costs to each HOD. This is far more important than a 360-degree appraisal.
I have just replied to one of the posts on the identification of business costs. You may click the following link to refer to my reply: https://www.citehr.com/516856-leathe...-industry.html
Ok...
Regards,
Dinesh V Divekar
From India, Bangalore
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360 Degree Feedback and performance Appraisal-Anil Arora.pdf
360 Performance Appraisal Format.doc