This is modern method of PA.Very effective one.In 360 degree appraisal ur boss,colleagues,subordinates ,suppliers,customers & u appraise urself.This is more reliable & result oriented method.
Regards,
Sameer
From India, Thana
Regards,
Sameer
From India, Thana
Dear Friend,
360 degree is an excellent feedback mechanism but has failed as a appraisal ................... there are no of book on the subject which will give you a lot of reasons as to why !
Happy reading :shock:
Rgds,
SKP
360 degree is an excellent feedback mechanism but has failed as a appraisal ................... there are no of book on the subject which will give you a lot of reasons as to why !
Happy reading :shock:
Rgds,
SKP
well 360 degree appraisal is an appraisal where evryone in the organisation including your superior and subbordinate as well as peers give feedback on your performance in the organisation and the appraisal happens as a result of this feedback that is given.but there are a lot of disadvantages that are found in this appraisal:
1.The feedback is found to be biased on most of the occassion thus hampering the appraisal of an individual
2.A negative feedback from a subbordinate in the organisation is not always accepted with an open mind
3.Peers usually give a positive feedback to those in the organisation who r in their good books
4.The opinion of an individual in most of the cases can be manipulated in this case
This is all that i remember so far.......as and when i get more information i will definitely mail it to u!!
From India, Khopoli
1.The feedback is found to be biased on most of the occassion thus hampering the appraisal of an individual
2.A negative feedback from a subbordinate in the organisation is not always accepted with an open mind
3.Peers usually give a positive feedback to those in the organisation who r in their good books
4.The opinion of an individual in most of the cases can be manipulated in this case
This is all that i remember so far.......as and when i get more information i will definitely mail it to u!!
From India, Khopoli
sending you an attachment......the later part of the ppt has 360 degree appraisal in it.....it will give u all advantages and details on 360 degree appraisal.....lemme know if it was of any help.
From India, Khopoli
From India, Khopoli
Hello SKP! Of course! Every method has its Adv. & Diadv. I know about the books.I have read many .I just wanted to introduce her with 360 Degree PA. Sameer
From India, Thana
From India, Thana
My dear sir, Thanks again for substantiating my statement ... you are correct the model of 360 degree is a 'Feedback' and not an appraisal ! All the best ! Rgds, SKP
the most efefctive way of judging or assessing any employee in organization,
in 360 degree performance appraisal, the feedback is taken from everyone about any employee
assessment from his subordinate, supervisor. Manager, customer, HR, from each angle employee is being evaluated in order to get proper feedback...
it is effective coz say if subordinate don't like that employee, then will not provide proper feedback...they will write -ve for him, but on the other side, we are also receiving feedback from his supervisor and manager, so that each +ve and -ve can be judge,....
as we know appraisal means appraising the performance, so it should be fair for everyone
so 360 degree appraisal process, provide fair result to each employee..
From India, Thana
9in 360 degree performance appraisal, the feedback is taken from everyone about any employee
assessment from his subordinate, supervisor. Manager, customer, HR, from each angle employee is being evaluated in order to get proper feedback...
it is effective coz say if subordinate don't like that employee, then will not provide proper feedback...they will write -ve for him, but on the other side, we are also receiving feedback from his supervisor and manager, so that each +ve and -ve can be judge,....
as we know appraisal means appraising the performance, so it should be fair for everyone
so 360 degree appraisal process, provide fair result to each employee..
From India, Thana
360 degree feedback is a method and a tool that provides each employee the opportunity to receive performance feedback from his or her supervisor and four to eight peers, reporting staff members, coworkers and customers. Most 360 degree feedback tools are also responded to by each individual in a self assessment.
It allows each individual to understand how his effectiveness as an employee, coworker, or staff member is viewed by others. The most effective 360 degree feedback processes provide feedback that is based on behaviors that other employees can see.
The feedback provides insight about the skills and behaviors desired in the organization to accomplish the mission, vision, and goals and live the values. The feedback is firmly planted in behaviors needed to exceed customer expectations.
People who are chosen as raters, usually choices shared by the organization and employee, generally interact routinely with the person receiving feedback.
The purpose of the 360 degree feedback is to assist each individual to understand his or her strengths and weaknesses, and to contribute insights into aspects of his or her work needing professional development.
When implementing the 360 degree feedback system it is imperative to gain employee acceptance at the outset. The following guidelines will help make the system fair and accurate:
1. Ensure that the 360 degree feedback system is consistent with the culture of the organization and the expectations of the employees;
2. Conduct an information campaign that highlights the benefits and fairness of 360 feedback, and outline the process in some detail.
3. Ensure that the rating instruments are relevant, valid, and reliable;
4. Emphasize the importance of the raters being familiar with the employee's performance and provide raters the opportunity of "opting out" if they are not;
5. Encourage and train raters on how to provide accurate ratings;
6. Promote a participative environment where individual feedback is rewarded;
7. Administer the performance appraisal system regularly and consistently;
8. Continue to communicate information about the 360 degree feedback system;
9. Treat employees with sensitivity and respect;
10. Ensure that offensive or actionable coworker feedback is not returned to an employee.
Regards
Rachna
From India
It allows each individual to understand how his effectiveness as an employee, coworker, or staff member is viewed by others. The most effective 360 degree feedback processes provide feedback that is based on behaviors that other employees can see.
The feedback provides insight about the skills and behaviors desired in the organization to accomplish the mission, vision, and goals and live the values. The feedback is firmly planted in behaviors needed to exceed customer expectations.
People who are chosen as raters, usually choices shared by the organization and employee, generally interact routinely with the person receiving feedback.
The purpose of the 360 degree feedback is to assist each individual to understand his or her strengths and weaknesses, and to contribute insights into aspects of his or her work needing professional development.
When implementing the 360 degree feedback system it is imperative to gain employee acceptance at the outset. The following guidelines will help make the system fair and accurate:
1. Ensure that the 360 degree feedback system is consistent with the culture of the organization and the expectations of the employees;
2. Conduct an information campaign that highlights the benefits and fairness of 360 feedback, and outline the process in some detail.
3. Ensure that the rating instruments are relevant, valid, and reliable;
4. Emphasize the importance of the raters being familiar with the employee's performance and provide raters the opportunity of "opting out" if they are not;
5. Encourage and train raters on how to provide accurate ratings;
6. Promote a participative environment where individual feedback is rewarded;
7. Administer the performance appraisal system regularly and consistently;
8. Continue to communicate information about the 360 degree feedback system;
9. Treat employees with sensitivity and respect;
10. Ensure that offensive or actionable coworker feedback is not returned to an employee.
Regards
Rachna
From India
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