Hi All,
Can anyone tell me which method of performance appraisal would be better/compatible for a company of 60 people? I would like to know briefly about all the performance appraisal methods! If anybody has knowledge on that, then kindly share with me.
Regards,
Mitu Srivastav
From India, Delhi
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Can anyone tell me which method of performance appraisal would be better/compatible for a company of 60 people? I would like to know briefly about all the performance appraisal methods! If anybody has knowledge on that, then kindly share with me.
Regards,
Mitu Srivastav
From India, Delhi
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Go for 360-degree appraisal. As the organization is not so big, you can do it properly.
For more information about performance appraisal, visit the internet site and find out on the site www.cipd.co.uk.
From India
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1For more information about performance appraisal, visit the internet site and find out on the site www.cipd.co.uk.
From India
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Hi everybody,
360-degree feedback has its own side effects, the primary reason being that an organization should be mature enough to accept negative feedback. This could potentially surface various sensitive issues. It's important to note that 360 feedback cannot replace traditional performance appraisals. For more information, you can visit www.tvrls.com.
Regards,
Mohit
www.tvrls.com
From India, New Delhi
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360-degree feedback has its own side effects, the primary reason being that an organization should be mature enough to accept negative feedback. This could potentially surface various sensitive issues. It's important to note that 360 feedback cannot replace traditional performance appraisals. For more information, you can visit www.tvrls.com.
Regards,
Mohit
www.tvrls.com
From India, New Delhi
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360 degree provides feedback on behaviors only and is best suited to larger organizations where it’s difficult to just sit around a table to discuss. Performance appraisals also need to appraise accomplishment of goals. The level of complexity, formality and needs for software systems will vary widely from company to company. For smaller companies, generally speaking, the system would typically be more informal, less complex and more based on discussion than filling out forms.
There are other major issues involved, such as the degree of anonymity in giving feedback and the method of debrief. Factors for consideration here are the prior levels of trust and openness in the organization.
Vicki Heath
http://www.businessperform.com
From Australia, Melbourne
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There are other major issues involved, such as the degree of anonymity in giving feedback and the method of debrief. Factors for consideration here are the prior levels of trust and openness in the organization.
Vicki Heath
http://www.businessperform.com
From Australia, Melbourne
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360 Degree Feedback and performance Appraisal-Anil Arora.pdf
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