Dear Seniors, Now I need your help. As you know, I am a fresher in the HR field and working with a small manufacturing company. We are planning to implement a Performance Appraisal System in our organization. Please let me know how I can implement it effectively. Are there any forms for Performance Appraisal?
Understanding 360-Degree Appraisal
I have heard that 360-degree appraisal is very effective, but I don't know what 360 Degree PMS is and how we can use it. If you have any types of forms, please provide them.
Thanks & Regards,
Disha G.
From India, Ahmedabad
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3Understanding 360-Degree Appraisal
I have heard that 360-degree appraisal is very effective, but I don't know what 360 Degree PMS is and how we can use it. If you have any types of forms, please provide them.
Thanks & Regards,
Disha G.
From India, Ahmedabad
Acknowledge(0)Amend(0)
Understanding 360-Degree Performance Appraisal
A performance appraisal, as we know, is a method by which the job performance of an employee is evaluated. Usually, it's a supervisor or reporting manager who conducts this annually for any employee.
When we talk about 360-degree PMS, we take inputs not just from the supervisor but from other people as well. Primarily, there are four participants in a 360-degree appraisal: the supervisor, subordinates, peers, and self-appraisal. All these aspects are considered in these reviews, creating more transparency in the PMS process.
However, as you've mentioned that you are working in a small manufacturing company, I would suggest you be prepared for a lot of resistance during the introduction of this process. So far, only supervisors have enjoyed the authority of appraising their subordinates, and 360-degree PMS takes away this exclusivity from them. For obvious reasons, there will be objections raised because not only does their exclusivity get shared, but their subordinates will also get a chance to rate their supervisors.
The best part of 360-degree appraisal is that it significantly diminishes nepotism in companies. Make sure that you do extensive research before you present your proposal to the management. In essence, there are more advantages to 360-degree appraisal than disadvantages, but you still need to ensure that your presentation has really strong reasons to sell your idea.
I am attaching some forms for your reference...ALL THE BEST!!
At the end of the day, it's a 'REASON' that can justify the actions taken by management or an employee to survive and progress professionally.
Regards
From India, Gurgaon
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A performance appraisal, as we know, is a method by which the job performance of an employee is evaluated. Usually, it's a supervisor or reporting manager who conducts this annually for any employee.
When we talk about 360-degree PMS, we take inputs not just from the supervisor but from other people as well. Primarily, there are four participants in a 360-degree appraisal: the supervisor, subordinates, peers, and self-appraisal. All these aspects are considered in these reviews, creating more transparency in the PMS process.
However, as you've mentioned that you are working in a small manufacturing company, I would suggest you be prepared for a lot of resistance during the introduction of this process. So far, only supervisors have enjoyed the authority of appraising their subordinates, and 360-degree PMS takes away this exclusivity from them. For obvious reasons, there will be objections raised because not only does their exclusivity get shared, but their subordinates will also get a chance to rate their supervisors.
The best part of 360-degree appraisal is that it significantly diminishes nepotism in companies. Make sure that you do extensive research before you present your proposal to the management. In essence, there are more advantages to 360-degree appraisal than disadvantages, but you still need to ensure that your presentation has really strong reasons to sell your idea.
I am attaching some forms for your reference...ALL THE BEST!!
At the end of the day, it's a 'REASON' that can justify the actions taken by management or an employee to survive and progress professionally.
Regards
From India, Gurgaon
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