Hi all,
I have tried to create an appraisal format for my organization. The strength is 15 at present. I thought of conducting two appraisals in a year, one at 180 degrees and the other at 360 degrees. I'm working with an IT company. After reviewing, I came to the conclusion that the 360-degree appraisal would not be successful.
I'm enclosing both formats. Kindly guide me further. Please advise on how to proceed with the appraisal process. Should there be a specific date, or should it be based on individual grounds?
Kindly help.
Regards,
Urvashi
urvashi.dahiya@monsoonconsulting.com
From India, Pune
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I have tried to create an appraisal format for my organization. The strength is 15 at present. I thought of conducting two appraisals in a year, one at 180 degrees and the other at 360 degrees. I'm working with an IT company. After reviewing, I came to the conclusion that the 360-degree appraisal would not be successful.
I'm enclosing both formats. Kindly guide me further. Please advise on how to proceed with the appraisal process. Should there be a specific date, or should it be based on individual grounds?
Kindly help.
Regards,
Urvashi
urvashi.dahiya@monsoonconsulting.com
From India, Pune
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Hi, Urvashi,
Well, as per my view, you should keep a common form for self, 180 & 360-degree appraisals. Because if parameters differ, how will you judge whether the ratings are correct or not? Have you thought about the methodology?
Make your form cadre-wise, meaning for managers and above one format, for executives another, and for lower levels another. Divide the organizational structure and then create forms for different levels. I can provide you with a format; just provide me with your email address, okay?
By the way, the last format I have seen here; some other person has also shown it. So, work on this again.
Regards,
Divya
From India, Bangalore
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13Well, as per my view, you should keep a common form for self, 180 & 360-degree appraisals. Because if parameters differ, how will you judge whether the ratings are correct or not? Have you thought about the methodology?
Make your form cadre-wise, meaning for managers and above one format, for executives another, and for lower levels another. Divide the organizational structure and then create forms for different levels. I can provide you with a format; just provide me with your email address, okay?
By the way, the last format I have seen here; some other person has also shown it. So, work on this again.
Regards,
Divya
From India, Bangalore
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Hi Urvashy,
I went through your appraisal forms. Your 360-degree and 180-degree forms are okay but can be edited to make them more effective. The self-appraisal form will not serve the purpose in its present structure; you have to change the measured parameters suitably.
When you design appraisal forms, keep in mind the basic principle: it should measure what you want to measure, and it should measure what is measurable. Otherwise, you will find yourself loaded with a pile of unconnected data.
From India
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I went through your appraisal forms. Your 360-degree and 180-degree forms are okay but can be edited to make them more effective. The self-appraisal form will not serve the purpose in its present structure; you have to change the measured parameters suitably.
When you design appraisal forms, keep in mind the basic principle: it should measure what you want to measure, and it should measure what is measurable. Otherwise, you will find yourself loaded with a pile of unconnected data.
From India
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I have made one format and dropped the idea for 360. Kindly let me know how I shall proceed with the appraisals. We are planning to have two appraisals during the year. Please let me know how I shall proceed with it. Should there be any calendar, or can we divide it individually.
Regards,
Urvashi
From India, Pune
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Regards,
Urvashi
From India, Pune
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Dear Urvashi,
Performance appraisals are of different kinds. A 180/360-degree appraisal system is more effective in matured organizations, i.e., where you, for instance, could be assessed by your superior(s), peers, and/or subordinates, respectively.
"Matured," for instance, means organizations where subordinates could assess a superior objectively and without biases or without any 'halo effect.'
Appraisals have been known to fail since they were not instituted based on the organizational culture, management experience and willingness, maturity of policies and processes, industry suitability, and skills/education level of employees. To that extent, aping may not be any solution but, surprisingly, the most simple CR system may instead be an answer.
You are a better judge given that your knowledge of your organization is not possessed by any of us.
Be it any PAS, be particular about 'customizing' it for your organization. There is no specific format of traits that could be replicated in different organizations.
Cheers!
Rahul Kumar
From India, New Delhi
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Performance appraisals are of different kinds. A 180/360-degree appraisal system is more effective in matured organizations, i.e., where you, for instance, could be assessed by your superior(s), peers, and/or subordinates, respectively.
"Matured," for instance, means organizations where subordinates could assess a superior objectively and without biases or without any 'halo effect.'
Appraisals have been known to fail since they were not instituted based on the organizational culture, management experience and willingness, maturity of policies and processes, industry suitability, and skills/education level of employees. To that extent, aping may not be any solution but, surprisingly, the most simple CR system may instead be an answer.
You are a better judge given that your knowledge of your organization is not possessed by any of us.
Be it any PAS, be particular about 'customizing' it for your organization. There is no specific format of traits that could be replicated in different organizations.
Cheers!
Rahul Kumar
From India, New Delhi
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Hi , Would u feel free to send the format of 360. so that we can give better advice. regards ranjeet
From India, New Delhi
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From India, New Delhi
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hi there, hope u r doin well!!! pls send me the 360 Appraisal also as i ve to statrt working on tht. Anticipating for ur response Ragards, Roopika
From India, Bhopal
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From India, Bhopal
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Hi Please send me the performance appraisal formats incase it helps me in preparing new performance appraisal formats for my organisation if you do, it will be of great help Thanks for the same liz
From Australia, Adelaide
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From Australia, Adelaide
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hi there can u post the forms divya sent to u here itself so that v can also hav a luk at it n wud help us rather than teln u or her again n again to mail us seperately thanks regards
From India
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From India
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hi Urvashi...can you please help me with my project? I really need help of yours. I have to submit my report tomorrow and my research work is not ready yet...please help me out...
From India, Ahmadabad
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From India, Ahmadabad
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Hi Urvashi,
This is Rohit. I wanted a small help from you. Can you please forward me those formats that you're talking about - 360° and 180°? Also, could you please brief me about the same shortly?
My email id is rohit.khopkar@gmail.com.
Thank you.
From India, Mumbai
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This is Rohit. I wanted a small help from you. Can you please forward me those formats that you're talking about - 360° and 180°? Also, could you please brief me about the same shortly?
My email id is rohit.khopkar@gmail.com.
Thank you.
From India, Mumbai
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pl. attach herewith formats which i have already recieved from citehr member it is good to distribute our contribution to helping each other. manish
From India, Delhi
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From India, Delhi
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hi Rohit, MAnish has already displyed them on the cite. these are the documents which i have made. :) :) :) :) Regards urvashi
From India, Pune
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From India, Pune
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yes, i mentioned on my post about your self urvashi, thanks a lot yaar it will greately help to every needed person. and i also send/attached as i think it will help others. thanks a lot manish
From India, Delhi
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From India, Delhi
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chaitali, My name is MS. maniyam, from hyderabad. I am working as sr. hr executive. I need help in preparing a 360 degree appraisal form. Kindly help me. Thanks and regards, MS.
From India, Bangalore
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From India, Bangalore
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Hi Urvasi,
Two things are important before considering adoptability or adaptability of other systems for PAS. One - Your work systems, and two - your culture, and others.
Regarding work system - if all employees' nature of work is the same, you could use relative appraisal methods (where one person's performance is compared against others). If they are not the same, follow absolute methods of appraisal. The format is not a problem. Of all the aspects of PAS, the easiest one to construct is the form.
Regarding culture - whether people are interdependent or independent in their working, design the system accordingly.
All the best, Dr. Chandra Sekhar SF
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Two things are important before considering adoptability or adaptability of other systems for PAS. One - Your work systems, and two - your culture, and others.
Regarding work system - if all employees' nature of work is the same, you could use relative appraisal methods (where one person's performance is compared against others). If they are not the same, follow absolute methods of appraisal. The format is not a problem. Of all the aspects of PAS, the easiest one to construct is the form.
Regarding culture - whether people are interdependent or independent in their working, design the system accordingly.
All the best, Dr. Chandra Sekhar SF
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360 Degree Feedback and performance Appraisal-Anil Arora.pdf
Standard 360 Degree Appraisal Form.doc