Dear All,
I am working in a marketing company with 400 employees, but it's the first time they are going to conduct a performance appraisal. I am planning to implement a 360-degree appraisal (which one do you suggest) along with a covering letter. This will involve feedback from superiors, subordinates, peers, self-assessment, and external customers (external customers on a separate sheet). All these documents will be stapled together. Each group will have 7 questions, which will be distributed after the forms are filled and collected.
Next, could you please advise on the steps I should follow? Please provide detailed guidance, including sample formats if available. I have to give a comprehensive explanation about this tomorrow. I am eagerly awaiting your responses. Even if you do not have in-depth knowledge, any input based on your experience will be highly appreciated.
Thank you all very much.
Liz
From Australia, Adelaide
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10I am working in a marketing company with 400 employees, but it's the first time they are going to conduct a performance appraisal. I am planning to implement a 360-degree appraisal (which one do you suggest) along with a covering letter. This will involve feedback from superiors, subordinates, peers, self-assessment, and external customers (external customers on a separate sheet). All these documents will be stapled together. Each group will have 7 questions, which will be distributed after the forms are filled and collected.
Next, could you please advise on the steps I should follow? Please provide detailed guidance, including sample formats if available. I have to give a comprehensive explanation about this tomorrow. I am eagerly awaiting your responses. Even if you do not have in-depth knowledge, any input based on your experience will be highly appreciated.
Thank you all very much.
Liz
From Australia, Adelaide
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Hi Lizancy,
Get the form filled out by all the employees, i.e., the appraisee as well as the appraiser, so that there is transparency in results. Give marks to all the questions. Remember to assign the highest weightage to the most important question. If you have 7 questions, the total score can be 50 or as you feel is convenient. Make a 5-point scale: good, very good, excellent, poor, and unsatisfactory. Plot all these and find the rating of the person, then provide treatment accordingly. This way, you can determine the efficiency of the department by creating a graph.
Regards,
Megha
From India, Calcutta
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Get the form filled out by all the employees, i.e., the appraisee as well as the appraiser, so that there is transparency in results. Give marks to all the questions. Remember to assign the highest weightage to the most important question. If you have 7 questions, the total score can be 50 or as you feel is convenient. Make a 5-point scale: good, very good, excellent, poor, and unsatisfactory. Plot all these and find the rating of the person, then provide treatment accordingly. This way, you can determine the efficiency of the department by creating a graph.
Regards,
Megha
From India, Calcutta
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Dear Megha,
Thank you very much for the prompt reply, Megha. Do you suggest that I proceed with the 360-degree appraisal, the 180-degree appraisal, or the 90-degree appraisal? I am considering going ahead with the 180-degree appraisal since it is the first time in my company. I have come across information on the internet about 360-degree feedback; why is it referred to as such?
Thank you,
Liz
From Australia, Adelaide
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Thank you very much for the prompt reply, Megha. Do you suggest that I proceed with the 360-degree appraisal, the 180-degree appraisal, or the 90-degree appraisal? I am considering going ahead with the 180-degree appraisal since it is the first time in my company. I have come across information on the internet about 360-degree feedback; why is it referred to as such?
Thank you,
Liz
From Australia, Adelaide
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Hi Liz,
My advice to you would be to begin with a simple appraisal system, which means the employee and employer sit together for goal setting, training needs identification, and setting KRAs.
Just remember, for a 360-degree system, your system needs to be really matured. Otherwise, the system will only complicate the situation and create problems.
In case you need further help in the process of implementing an appraisal system, feel free to get back to me.
Regards,
Pooja
From India, Pune
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My advice to you would be to begin with a simple appraisal system, which means the employee and employer sit together for goal setting, training needs identification, and setting KRAs.
Just remember, for a 360-degree system, your system needs to be really matured. Otherwise, the system will only complicate the situation and create problems.
In case you need further help in the process of implementing an appraisal system, feel free to get back to me.
Regards,
Pooja
From India, Pune
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Hi Liz,
There are a couple of things that you need to keep in mind before you decide on the kind of PA system you need to implement.
The success of the PA system is almost always dependent on these factors:
1. the HR strategy and your organizational structure (whether it's hierarchical or team-based or process-oriented, etc.)
2. the operating mechanisms (is decision-making centralized/decentralized, etc.)
3. your organizational culture (360-degree appraisal involves a lot of open interaction at all interfaces of the PAS)
4. Other HR Systems: (like training, rewards, etc.) Implementation of a PAS has to be necessarily supported by all the other HR systems. For instance, your appraisal should be linked with training, incentives (not recommended if the primary objective of performance appraisal is performance development).
However, given the fact that your company is administering PA for the first time, it is wiser to have a more basic PAS - with KRAs for executives and up. Remember, a 360-degree appraisal also involves assessment by peers. But it all depends on your main purpose of implementing the PAS.
I am sorry, but I need more information to even suggest something. Let me know if you have any clarifications on these.
Rgds
Nisha
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There are a couple of things that you need to keep in mind before you decide on the kind of PA system you need to implement.
The success of the PA system is almost always dependent on these factors:
1. the HR strategy and your organizational structure (whether it's hierarchical or team-based or process-oriented, etc.)
2. the operating mechanisms (is decision-making centralized/decentralized, etc.)
3. your organizational culture (360-degree appraisal involves a lot of open interaction at all interfaces of the PAS)
4. Other HR Systems: (like training, rewards, etc.) Implementation of a PAS has to be necessarily supported by all the other HR systems. For instance, your appraisal should be linked with training, incentives (not recommended if the primary objective of performance appraisal is performance development).
However, given the fact that your company is administering PA for the first time, it is wiser to have a more basic PAS - with KRAs for executives and up. Remember, a 360-degree appraisal also involves assessment by peers. But it all depends on your main purpose of implementing the PAS.
I am sorry, but I need more information to even suggest something. Let me know if you have any clarifications on these.
Rgds
Nisha
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Hi Mohini,
I have a similar problem. We are going in for PA this year, and I need to implement the basic PA. We are into facility management with a managerial strength of 25 people. The PA is to enhance performance, personal and professional growth, and teamwork. By the way, the decision-making is not decentralized, which makes it a wee bit difficult for me to take a call.
Can someone help me with a format of a basic PA form?
Thanks and regards,
Mohini
From India, Mumbai
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I have a similar problem. We are going in for PA this year, and I need to implement the basic PA. We are into facility management with a managerial strength of 25 people. The PA is to enhance performance, personal and professional growth, and teamwork. By the way, the decision-making is not decentralized, which makes it a wee bit difficult for me to take a call.
Can someone help me with a format of a basic PA form?
Thanks and regards,
Mohini
From India, Mumbai
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Hi Nisha and Pooja,
First of all, I thank you both for your suggestions. Yes, I too am thinking of opting for the conventional method of performance appraisal. The discussion is ongoing, and based on the discussions, I will certainly come back to the forum for further clarifications. Can anyone send me the appraisal formats for 360 and 90-degree appraisals?
Thanks a lot,
Liz
From Australia, Adelaide
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First of all, I thank you both for your suggestions. Yes, I too am thinking of opting for the conventional method of performance appraisal. The discussion is ongoing, and based on the discussions, I will certainly come back to the forum for further clarifications. Can anyone send me the appraisal formats for 360 and 90-degree appraisals?
Thanks a lot,
Liz
From Australia, Adelaide
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