Dear All, I am working in a marketing company with 400 employees, but its the first time they are going to make a performance appraisal
Now am planning to take 360 degree appraisal (which one do you suggest) along with a covering letter, superiors, subordinates, peers, self, and external customers (external customers separate sheet) all in stapled together sheets, and questions 7 for each group will be distributed after the forms are filled and collected next what steps shall I follow pls answer detailed with sample formats if any. Coz tomorrow I have to give a detailed explanation regarding this.
Please waiting for your kind replies, even if you don't know in-depth please give replies as much of your knowledge
Thanking you all very much
Liz
From Australia, Adelaide
10Now am planning to take 360 degree appraisal (which one do you suggest) along with a covering letter, superiors, subordinates, peers, self, and external customers (external customers separate sheet) all in stapled together sheets, and questions 7 for each group will be distributed after the forms are filled and collected next what steps shall I follow pls answer detailed with sample formats if any. Coz tomorrow I have to give a detailed explanation regarding this.
Please waiting for your kind replies, even if you don't know in-depth please give replies as much of your knowledge
Thanking you all very much
Liz
From Australia, Adelaide
Hi lizancy
Get the form filled by all the employees.ie the appraisee as well as the appraiser so that there is transparency in results. Give marks to all the ques. again REMEMBER to give highest weightage to the most important question. If you have 7 ques, total score can be 50 or as you feel as per your convinience Make a 5 point scale good, very, gooe excellent.poor.n unsatisfactor......................plot all these n find the rating of the person and give tretment accordingly....this way you can find out the efficiency of the department too,,,,,,,,by making a graph
Regards
megha
From India, Calcutta
Get the form filled by all the employees.ie the appraisee as well as the appraiser so that there is transparency in results. Give marks to all the ques. again REMEMBER to give highest weightage to the most important question. If you have 7 ques, total score can be 50 or as you feel as per your convinience Make a 5 point scale good, very, gooe excellent.poor.n unsatisfactor......................plot all these n find the rating of the person and give tretment accordingly....this way you can find out the efficiency of the department too,,,,,,,,by making a graph
Regards
megha
From India, Calcutta
Dear Megha
Thanks a lot for the spontaneous reply megha
So do you mean that I go ahead with the 360 degree appraisal or with the 180 degree appraisal or the 90 degree appraisal
I was thinking that I will head with the 180 degree appraisal as it is the first time in my company
I have seen in the net that 360 degree feedback why is it said so??
Thanks
liz
From Australia, Adelaide
Thanks a lot for the spontaneous reply megha
So do you mean that I go ahead with the 360 degree appraisal or with the 180 degree appraisal or the 90 degree appraisal
I was thinking that I will head with the 180 degree appraisal as it is the first time in my company
I have seen in the net that 360 degree feedback why is it said so??
Thanks
liz
From Australia, Adelaide
Hi Liz,
My dvice to you would be to begin with a simple appraisal system whch means where the employee & employer sit together for goal stting, training need identification & setting KRA's.
Just remember for a 360 degree system your system needs to be really matured. Otherwise the system will only complicate the situation & create problems.
Incase you need further help in the process of implementing appraisal system feel free to get back with me.
Rgds,
Pooja
From India, Pune
My dvice to you would be to begin with a simple appraisal system whch means where the employee & employer sit together for goal stting, training need identification & setting KRA's.
Just remember for a 360 degree system your system needs to be really matured. Otherwise the system will only complicate the situation & create problems.
Incase you need further help in the process of implementing appraisal system feel free to get back with me.
Rgds,
Pooja
From India, Pune
Hi Liz,
There are a couple to things that you need to keep in mind before you decide on the kind of PA system you need to implement.
The success of the PA system is almost always dependent on these factors:
1. the HR strategy and your organisation structure (whether its hierarchial or team based or process oriented etc.)
2. the operating mechanisms (is decision making centralised/ decentralised etc)
3. your organisational culture (360 degree appraisal involves a lot of open interaction at all interfaces of the PAS)
4. Other HR Systems: (like training, rewards etc.) Implementation of a PAS has to be necessarily supported by all the other HR systems. For instance, your appraisal should be linked with training, incentives (not recommended if the primary objective of performance appraisal is performance development)
However, given the fact that your company is administering PA for the first time, it is wiser to have a more basic PAS- with KRAs for executives and up. Remember, a 360 degree appraisal also involves assessment by peers.But it all depends on your main purpose of implementing the PAS.
I am sorry but I need more information to even suggest something, but let me know if you have any clarifications on these.
Rgds
Nisha
There are a couple to things that you need to keep in mind before you decide on the kind of PA system you need to implement.
The success of the PA system is almost always dependent on these factors:
1. the HR strategy and your organisation structure (whether its hierarchial or team based or process oriented etc.)
2. the operating mechanisms (is decision making centralised/ decentralised etc)
3. your organisational culture (360 degree appraisal involves a lot of open interaction at all interfaces of the PAS)
4. Other HR Systems: (like training, rewards etc.) Implementation of a PAS has to be necessarily supported by all the other HR systems. For instance, your appraisal should be linked with training, incentives (not recommended if the primary objective of performance appraisal is performance development)
However, given the fact that your company is administering PA for the first time, it is wiser to have a more basic PAS- with KRAs for executives and up. Remember, a 360 degree appraisal also involves assessment by peers.But it all depends on your main purpose of implementing the PAS.
I am sorry but I need more information to even suggest something, but let me know if you have any clarifications on these.
Rgds
Nisha
HI,
I have a similar problem. We are going in for PA this year and I need to implement the basic PA. We are into facility management with a managerial strength of 25 people. The PA is to enhance performance, personal and professional growth and teamwork. By the way the decision making is not decentralised which makes it a wee bit difficult for me to take a call.
Can someone help me with a format of basic PA form.
Thanks and regards,
Mohini
From India, Mumbai
I have a similar problem. We are going in for PA this year and I need to implement the basic PA. We are into facility management with a managerial strength of 25 people. The PA is to enhance performance, personal and professional growth and teamwork. By the way the decision making is not decentralised which makes it a wee bit difficult for me to take a call.
Can someone help me with a format of basic PA form.
Thanks and regards,
Mohini
From India, Mumbai
Hi Nisha and Pooja
First of all I thank you both for your suggestions
Yes me too is thinking to go for the conventional method of performance appraisal
the discussion is going on as per the discussions I will certainly come back to the forum for further clarifications
can anyone send me the appraisal formats of 360 and 90 degree appraisals
Thanks a lot
liz
From Australia, Adelaide
First of all I thank you both for your suggestions
Yes me too is thinking to go for the conventional method of performance appraisal
the discussion is going on as per the discussions I will certainly come back to the forum for further clarifications
can anyone send me the appraisal formats of 360 and 90 degree appraisals
Thanks a lot
liz
From Australia, Adelaide
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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