Hi, What is the difference between 90, 180, 360, 540 and 720-degree Performance Appraisal, and which one do you suggest the best?
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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360 Degree worked fine. However, tumulting the degrees without being able to implement feedbacks won't create any impact and will only prolong the process.
What do you find is best aligned with your firm? Choose the process where you can divide the weightage from the response.
Looking forward to hear from you.
From India, Mumbai
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1893What do you find is best aligned with your firm? Choose the process where you can divide the weightage from the response.
Looking forward to hear from you.
From India, Mumbai
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180 Degree:
180 Degree is one of the methods by which the feedback of an employee can be judged and measured.
Here, two people are involved in the feedback process: the employee himself and his immediate boss.
The employee shares his work experiences, including the good and bad, with the HR people, and the boss gives feedback on the skills and attitude the employee carries. The data collected is then matched with the competency norms of the organization, and feedback is prepared about that particular employee. With this feedback, the management takes further actions for the better performance of the employee.
This performance appraisal form is used in all big and small-scale industries and organizations.
Source: What is 180 degree performance appraisal
360 Degree:
360-degree feedback will include direct feedback from an employee's subordinates, peers, and supervisor(s), as well as a self-evaluation. It can also include, in some cases, feedback from external sources, such as customers, suppliers, or other interested stakeholders.
Source: 360-degree feedback - Wikipedia, the free encyclopedia
540 Degree:
540 degrees are where additional groups are asked to contribute - for example 'customers' and other 'stakeholders' - 5 or more dimensions.
Source: What is 540 degree performance appraisal
720 Degree:
720-degree performance appraisal is an integrated method of performance appraisal where the performance of an employee is evaluated from 360 degrees (Management, Colleagues, Self, and also customers), and timely feedback is given. Performance is evaluated again based on the targets that are set. Hence, 720-degree performance appraisal can be stated as twice 360-degree performance appraisal: once when the appraisal is done and the targets are set, and the second where the feedback is given, and the boss gives tips to achieve the goals. Hence, there is a pre and a post round of feedback.
Source: http://zenithresearch.org.in/images/...DR%20TAPAL.pdf
Check a PPT: 180 Degrees Pa V2[1]
Other methods to do performance appraisal include the Critical Incident Method, Weighted Checklist, Paired Comparison Analysis, Graphic Rating Scales, Essay Evaluation, Behavioral Anchored Rating Scales (BARS), Performance Ranking Method, Management By Objectives (MBO), Forced Ranking, and Behavioral Observation Scales.
Source: (Link no longer exists - removed)
Other Reading Material:
- https://docs.google.com/viewer?a=v&h...qQW2UoNkMiKNFw
- Implementing a 360-degree feedback process (Search On Cite | Search On Google)
From India, Mumbai
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180 Degree is one of the methods by which the feedback of an employee can be judged and measured.
Here, two people are involved in the feedback process: the employee himself and his immediate boss.
The employee shares his work experiences, including the good and bad, with the HR people, and the boss gives feedback on the skills and attitude the employee carries. The data collected is then matched with the competency norms of the organization, and feedback is prepared about that particular employee. With this feedback, the management takes further actions for the better performance of the employee.
This performance appraisal form is used in all big and small-scale industries and organizations.
Source: What is 180 degree performance appraisal
360 Degree:
360-degree feedback will include direct feedback from an employee's subordinates, peers, and supervisor(s), as well as a self-evaluation. It can also include, in some cases, feedback from external sources, such as customers, suppliers, or other interested stakeholders.
Source: 360-degree feedback - Wikipedia, the free encyclopedia
540 Degree:
540 degrees are where additional groups are asked to contribute - for example 'customers' and other 'stakeholders' - 5 or more dimensions.
Source: What is 540 degree performance appraisal
720 Degree:
720-degree performance appraisal is an integrated method of performance appraisal where the performance of an employee is evaluated from 360 degrees (Management, Colleagues, Self, and also customers), and timely feedback is given. Performance is evaluated again based on the targets that are set. Hence, 720-degree performance appraisal can be stated as twice 360-degree performance appraisal: once when the appraisal is done and the targets are set, and the second where the feedback is given, and the boss gives tips to achieve the goals. Hence, there is a pre and a post round of feedback.
Source: http://zenithresearch.org.in/images/...DR%20TAPAL.pdf
Check a PPT: 180 Degrees Pa V2[1]
Other methods to do performance appraisal include the Critical Incident Method, Weighted Checklist, Paired Comparison Analysis, Graphic Rating Scales, Essay Evaluation, Behavioral Anchored Rating Scales (BARS), Performance Ranking Method, Management By Objectives (MBO), Forced Ranking, and Behavioral Observation Scales.
Source: (Link no longer exists - removed)
Other Reading Material:
- https://docs.google.com/viewer?a=v&h...qQW2UoNkMiKNFw
- Implementing a 360-degree feedback process (Search On Cite | Search On Google)
From India, Mumbai
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