Performance management apparaisal
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This document discusses 360 degree performance appraisal. It defines 360 degree appraisal as a process that obtains feedback on an employee's performance from subordinates, peers, managers, customers, and the employee themselves. The document outlines the 360 degree appraisal process, describes what behaviors and competencies it measures, and discusses how feedback is obtained through questionnaires. Advantages include getting honest assessments from multiple perspectives, while disadvantages include potential bias, difficulty analyzing information, and negative impacts on employee motivation if not implemented correctly.
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This document discusses 360 degree performance appraisals. It provides definitions and explanations of 360 degree appraisals, noting that they involve collecting feedback on an employee's performance from themselves, their manager, direct reports, peers, customers, and others. Several benefits are listed, including providing employees a broader perspective on their performance from multiple viewpoints. Free ebooks on performance appraisal topics are also referenced that can be found on the performanceappraisal360.com website.360 degree feedback (
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The document discusses 360 degree feedback, which involves obtaining performance feedback on an employee from their manager, subordinates, peers, customers, and suppliers. It provides details on why 360 degree feedback is better than traditional methods, allowing for a more accurate and impartial perspective. Some shortcomings are that it can be time consuming and intimidating for employees. The document then outlines a 9 step process for implementing 360 degree feedback successfully, including determining readiness, developing surveys, and conducting interviews. It also discusses what 360 degree feedback typically measures, such as skills, effectiveness, and how others perceive the employee. Finally, it lists some major companies that use 360 degree feedback programs.360 degree-feedback
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The document discusses 360 degree feedback, which is a performance evaluation method that collects feedback from an employee's subordinates, peers, and supervisor(s). It provides a more well-rounded assessment compared to evaluations conducted solely by a direct supervisor. The key points covered include:
- 360 degree feedback originated in the military in the 1940s and was later adopted by some major corporations in the 1960s-1970s.
- It is used for purposes like career development, identifying strengths and weaknesses, and understanding how an employee's self-perception differs from others.
- Feedback is collected via questionnaires completed by those who interact with the employee, as well as a self-evaluation. This provides a comprehensive perspective on their180 degree performance appraisal
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Performance management apparaisal
- 1. Kirloskar Institute of Advance Management Studies Performance Management appraisal Presentation on 360属 degree appraisal System Prepared by: VIVEK MISHRA PG2013-87 KIAMS Submitted to: Prof. Sangeeta Thakur
- 2. PREVIEW Performance Appraisal System. What is 360 ? Process of 360 Appraisal. Advantages and Disadvantages.
- 3. What is Performance Appraisal? Performance Appraisal (PA) is the process that is used to evaluate the personality, performance and potential of the employees of an organization. It is a process of evaluating and communicating to an employee how he or she is performing the job and establishing a plan for improvement. Hence, it is a system of review and evaluation of job performance to assess accomplishments and to evolve plans for development.
- 4. Performance Appraisal Performance appraisals are essential for the effective management and evaluation of staff. Staff performance appraisals also establish individual training needs and enable organizational training needs analysis and planning. Reviews each individual's performance against objectives and standards for the year, agreed at the previous appraisal meeting. Important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive
- 5. Various Methods Used Performance Appraisal Straight Ranking Method Essay Appraisal Method Paired Comparison Method Critical Incident Method Field Review Checklist Method Graphic Rating Scale Forced Distribution MBO 360 Method Assessment Centres. Behaviourally Anchored Rating Scale. Human Resource Accounting. Traditional Methods Modern Methods
- 6. What is 360 Degree Appraisal? 360-degree Appraisal is an assessment process used to improve managerial effectiveness by providing the manager with a more complete assessment of their effectiveness, and their performance and development needs.
- 7. What the process involves Obtaining feedback from the manager's key contacts. These would normally include: o The manager him/herself o Subordinates (employees who work for the manager) o Peers (fellow managers) o Managers (senior management) o Customers o Suppliers
- 8. The Process Internal Customers Boss Peers External Customers Team Members Self Feedback collected from Using a specially designed tool Anonymously
- 9. How to Implement 360 Degree? 360 Degree Feedback Planning Piloting ImplementationFeedback Review
- 10. What does 360 measure ? 360 degree measures behaviors and competencies. 360 degree addresses skills such as listening, planning, and goal-setting. 360 degree focuses on subjective areas such as teamwork, character, and leadership effectiveness. 360 degree provide feedback on how others perceive an employee.
- 11. How is Feedback obtained? By using a questionnaire which asks participants to rate the individual according to observed behaviors - usually managerial or business-specific competencies. This process will not suit all companies. One should assess how well it would fit with the current culture before launching a scheme and a secondary scheme is worth building into the program.
- 12. QUESTIONNAIRE
- 14. Advantages .. Method of collecting information from as many sources in an employees environment. Honest assessment as viewed by a variety of constituents. Confidential input from many people of how an employee fairs in his job. Helps employees in seeing themselves as others see them. It provides information which neither employee nor his/her superior may be aware.
- 15. Advantages Confidentiality an important aspect. Employees find this method to be fair. Gives an indication of performance enhancing or distracting work situation. Allows to improve the system creating greater harmony and overall improvement. Help employees identify strength and address skill gaps. Lends to continuous learning , growing self confidence and improved productivity.
- 16. Why 360 degree Appraisal Programs Fail? . 360 performance rating system is not a validated technique for Performance appraisal. With the increase in the number of raters from one to five (commonly), it become difficult to separate, calculate and eliminate personal biasness and differences. It is often time consuming and difficult to analyze the information gathered. The results can be manipulated by the employees towards their desired ratings with the help of the raters.
- 17. .Why 360 degree Appraisal Programs Fail? The 360 degree appraisal mechanism can have a adversely effect on the motivation and the performance of the employees. 360 degree feedback as a process requires commitment of top management and the HR, resources(time, financial resources etc), planned implementation and follow up. 360 degree feedback can be adversely affected by the customers perception of the organization and their incomplete knowledge about the process and the clarity of the process. Often, the process suffers because of the lack of knowledge on the part of the participants or the raters.