Dear frends, Pls let me knw the Above mentioned subject. Regards. Priyaa
From India, Pune
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From India, Pune
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This is a modern method of PA. It is a very effective one. In a 360-degree appraisal, your boss, colleagues, subordinates, suppliers, customers, and you appraise yourself. This is a more reliable and result-oriented method.
Regards,
Sameer
From India, Thana
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Regards,
Sameer
From India, Thana
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Dear Friend,
360 degrees is an excellent feedback mechanism but has failed as an appraisal. There are numerous books on the subject which will give you a lot of reasons as to why!
Happy reading! 😊
Rgds,
SKP
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360 degrees is an excellent feedback mechanism but has failed as an appraisal. There are numerous books on the subject which will give you a lot of reasons as to why!
Happy reading! 😊
Rgds,
SKP
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360-degree appraisal is an appraisal where everyone in the organization, including your superiors, subordinates, and peers, provides feedback on your performance. This feedback leads to the appraisal process. However, there are several disadvantages associated with this type of appraisal:
1. Feedback is often biased, affecting an individual's appraisal.
2. Negative feedback from a subordinate may not always be accepted openly.
3. Peers tend to give positive feedback to those they favor.
4. Individuals' opinions can be easily influenced in this type of appraisal.
This is all I remember for now. I will send more information as I receive it.
From India, Khopoli
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1. Feedback is often biased, affecting an individual's appraisal.
2. Negative feedback from a subordinate may not always be accepted openly.
3. Peers tend to give positive feedback to those they favor.
4. Individuals' opinions can be easily influenced in this type of appraisal.
This is all I remember for now. I will send more information as I receive it.
From India, Khopoli
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sending you an attachment......the later part of the ppt has 360 degree appraisal in it.....it will give u all advantages and details on 360 degree appraisal.....lemme know if it was of any help.
From India, Khopoli
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From India, Khopoli
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Hello SKP! Of course! Every method has its Adv. & Diadv. I know about the books.I have read many .I just wanted to introduce her with 360 Degree PA. Sameer
From India, Thana
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From India, Thana
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My dear sir, Thanks again for substantiating my statement ... you are correct the model of 360 degree is a 'Feedback' and not an appraisal ! All the best ! Rgds, SKP
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The most effective way of judging or assessing any employee in an organization is through 360-degree performance appraisal. In this process, feedback is gathered from various sources, including subordinates, supervisors, managers, customers, and HR. This comprehensive approach allows for a well-rounded evaluation of the employee from all angles to obtain proper feedback.
This method is effective because if a subordinate does not favor a particular employee, they may provide negative feedback. However, feedback is also collected from the employee's supervisor and manager, enabling a balanced assessment of both positive and negative aspects.
Appraisal aims to evaluate performance fairly for everyone involved. Therefore, the 360-degree appraisal process ensures that each employee receives a fair and impartial evaluation of their performance.
From India, Thana
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10This method is effective because if a subordinate does not favor a particular employee, they may provide negative feedback. However, feedback is also collected from the employee's supervisor and manager, enabling a balanced assessment of both positive and negative aspects.
Appraisal aims to evaluate performance fairly for everyone involved. Therefore, the 360-degree appraisal process ensures that each employee receives a fair and impartial evaluation of their performance.
From India, Thana
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360-degree feedback is a method and a tool that provides each employee the opportunity to receive performance feedback from his or her supervisor and four to eight peers, reporting staff members, coworkers, and customers. Most 360-degree feedback tools are also responded to by each individual in a self-assessment.
It allows each individual to understand how his effectiveness as an employee, coworker, or staff member is viewed by others. The most effective 360-degree feedback processes provide feedback that is based on behaviors that other employees can see.
The feedback provides insight about the skills and behaviors desired in the organization to accomplish the mission, vision, goals, and live the values. The feedback is firmly planted in behaviors needed to exceed customer expectations.
People who are chosen as raters, usually choices shared by the organization and employee, generally interact routinely with the person receiving feedback.
The purpose of the 360-degree feedback is to assist each individual to understand his or her strengths and weaknesses and to contribute insights into aspects of his or her work needing professional development.
When implementing the 360-degree feedback system, it is imperative to gain employee acceptance at the outset. The following guidelines will help make the system fair and accurate:
1. Ensure that the 360-degree feedback system is consistent with the culture of the organization and the expectations of the employees;
2. Conduct an information campaign that highlights the benefits and fairness of 360 feedback and outline the process in some detail.
3. Ensure that the rating instruments are relevant, valid, and reliable;
4. Emphasize the importance of the raters being familiar with the employee's performance and provide raters the opportunity of "opting out" if they are not;
5. Encourage and train raters on how to provide accurate ratings;
6. Promote a participative environment where individual feedback is rewarded;
7. Administer the performance appraisal system regularly and consistently;
8. Continue to communicate information about the 360-degree feedback system;
9. Treat employees with sensitivity and respect;
10. Ensure that offensive or actionable coworker feedback is not returned to an employee.
Regards,
Rachna
From India
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It allows each individual to understand how his effectiveness as an employee, coworker, or staff member is viewed by others. The most effective 360-degree feedback processes provide feedback that is based on behaviors that other employees can see.
The feedback provides insight about the skills and behaviors desired in the organization to accomplish the mission, vision, goals, and live the values. The feedback is firmly planted in behaviors needed to exceed customer expectations.
People who are chosen as raters, usually choices shared by the organization and employee, generally interact routinely with the person receiving feedback.
The purpose of the 360-degree feedback is to assist each individual to understand his or her strengths and weaknesses and to contribute insights into aspects of his or her work needing professional development.
When implementing the 360-degree feedback system, it is imperative to gain employee acceptance at the outset. The following guidelines will help make the system fair and accurate:
1. Ensure that the 360-degree feedback system is consistent with the culture of the organization and the expectations of the employees;
2. Conduct an information campaign that highlights the benefits and fairness of 360 feedback and outline the process in some detail.
3. Ensure that the rating instruments are relevant, valid, and reliable;
4. Emphasize the importance of the raters being familiar with the employee's performance and provide raters the opportunity of "opting out" if they are not;
5. Encourage and train raters on how to provide accurate ratings;
6. Promote a participative environment where individual feedback is rewarded;
7. Administer the performance appraisal system regularly and consistently;
8. Continue to communicate information about the 360-degree feedback system;
9. Treat employees with sensitivity and respect;
10. Ensure that offensive or actionable coworker feedback is not returned to an employee.
Regards,
Rachna
From India
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360 Degree Feedback and performance Appraisal-Anil Arora.pdf
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