Good evening everyone,
I wanted to know about Performance Appraisal. I know it is theoretical but not practical. For example, if I have to conduct a 360-degree PA, then should I fill out a feedback questionnaire from family members, superiors, peers, friends, and customers? Is it possible for production floor employees?
Kindly revert back; I am a bit confused.
From India, Nagpur
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5I wanted to know about Performance Appraisal. I know it is theoretical but not practical. For example, if I have to conduct a 360-degree PA, then should I fill out a feedback questionnaire from family members, superiors, peers, friends, and customers? Is it possible for production floor employees?
Kindly revert back; I am a bit confused.
From India, Nagpur
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360 degree PA requires feedback from Superiors, Peers and the Client (vry imp). So that it covers all area from where different opinion can be collected.
From India, Pune
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From India, Pune
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hi, 360 is easy to judge & helpful in manufacturing industy. it covers superior,subordinates,peers,customers.it is very helpful to shop floor people. pl. take feedback lateron. Thanks, mili
From India, Vadodara
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From India, Vadodara
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Hi,
You need to draft a questionnaire depending on the profile, whether it will be online or offline.
For example, let's consider X. You need to assess X from various perspectives, including feedback from his boss, subordinates, peers, and customers. It's important to note that customer opinion may not be applicable to every department.
Thank you,
Mili
From India, Vadodara
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You need to draft a questionnaire depending on the profile, whether it will be online or offline.
For example, let's consider X. You need to assess X from various perspectives, including feedback from his boss, subordinates, peers, and customers. It's important to note that customer opinion may not be applicable to every department.
Thank you,
Mili
From India, Vadodara
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Hi Mili,
Thank you for your reply. Should a separate questionnaire be designed for each individual or use the same one? Another significant consideration is if there are 200 employees, and four or five questionnaires are designed for each employee, it would result in a survey of 500 people. Wouldn't this be a lengthy and hectic process? How can we justify that 360-degree feedback per annum is convenient?
From India, Nagpur
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Thank you for your reply. Should a separate questionnaire be designed for each individual or use the same one? Another significant consideration is if there are 200 employees, and four or five questionnaires are designed for each employee, it would result in a survey of 500 people. Wouldn't this be a lengthy and hectic process? How can we justify that 360-degree feedback per annum is convenient?
From India, Nagpur
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Hello,
It's not hectic. For the same cadre, it should be almost the same. Some points are common for all departments. Main points should be covered for each department. Then you can furnish successfully. You will gain very good knowledge. It's a very good exposure to your profile. Keep it up. You can do this. All the best.
Thanks, Mili
From India, Vadodara
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It's not hectic. For the same cadre, it should be almost the same. Some points are common for all departments. Main points should be covered for each department. Then you can furnish successfully. You will gain very good knowledge. It's a very good exposure to your profile. Keep it up. You can do this. All the best.
Thanks, Mili
From India, Vadodara
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Hello,
How can we compare 360-degree PA and MBO? In my opinion, for small-scale applications, MBO is more convenient than 360-degree feedback.
I would be very grateful if you could provide a practical example of the implementation of 360-degree PA.
Thank you.
From India, Nagpur
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How can we compare 360-degree PA and MBO? In my opinion, for small-scale applications, MBO is more convenient than 360-degree feedback.
I would be very grateful if you could provide a practical example of the implementation of 360-degree PA.
Thank you.
From India, Nagpur
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Sir,
Please draft 5 common valuable questions. 5 should be relevant to the profile. Please try to keep it simple for your success. For technical people, it's very difficult to understand. Draft it in a way that your goal can be easily achieved.
Thanks,
Mili
From India, Vadodara
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Please draft 5 common valuable questions. 5 should be relevant to the profile. Please try to keep it simple for your success. For technical people, it's very difficult to understand. Draft it in a way that your goal can be easily achieved.
Thanks,
Mili
From India, Vadodara
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Dear Bittu,
Please find attached a note on the same; it has answers for most of your queries.
Please note, feedback proves effective only and only if there is a conducive culture and environment. It requires an organizational culture of trust, openness, transparency, meritocracy, positivity, and communication. Another critical aspect is the skills of the administrator; a novice may harm the organization if they are not aware of the pros and cons of administering such tools.
Regards,
Shailesh Parikh
Vadodara, Gujarat
99 98 97 10 65
From India, Mumbai
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Please find attached a note on the same; it has answers for most of your queries.
Please note, feedback proves effective only and only if there is a conducive culture and environment. It requires an organizational culture of trust, openness, transparency, meritocracy, positivity, and communication. Another critical aspect is the skills of the administrator; a novice may harm the organization if they are not aware of the pros and cons of administering such tools.
Regards,
Shailesh Parikh
Vadodara, Gujarat
99 98 97 10 65
From India, Mumbai
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360 Degree Feedback and performance Appraisal-Anil Arora.pdf
360-degree-perf ormance-apprais al_343.jpg
Performance Appraisal Form for Staff.doc