Dear Siva,
It's not completely a quiz. It was started to spread the knowledge about HR to people, and I think it's not necessary that everyone who is posting will and should know the answer. In that case, someone who is senior and well-versed in a wide range of topics in HR can help us with it. This is just my opinion.
Lavanya
Dear John,
Sorry for mistaking your name.
Lavanya
From India, Madras
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2It's not completely a quiz. It was started to spread the knowledge about HR to people, and I think it's not necessary that everyone who is posting will and should know the answer. In that case, someone who is senior and well-versed in a wide range of topics in HR can help us with it. This is just my opinion.
Lavanya
Dear John,
Sorry for mistaking your name.
Lavanya
From India, Madras
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Hi all,
I agree with Seema's point of view. Maslow's theory is not directly related to recruitment, training, and all. It has more emphasis on the hierarchy of human needs, which moves from basic human needs up to self-esteem and self-actualization needs. I think it's more related to human behavior towards needs satisfaction and desire.
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I agree with Seema's point of view. Maslow's theory is not directly related to recruitment, training, and all. It has more emphasis on the hierarchy of human needs, which moves from basic human needs up to self-esteem and self-actualization needs. I think it's more related to human behavior towards needs satisfaction and desire.
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Dear all,
It is necessary that we come to a conclusion regarding the person in charge of providing the right answers and move forward with our quiz. Otherwise, the real purpose of starting this will be lost.
Hope you all will agree with this.
Friendly,
Lavanya.
From India, Madras
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It is necessary that we come to a conclusion regarding the person in charge of providing the right answers and move forward with our quiz. Otherwise, the real purpose of starting this will be lost.
Hope you all will agree with this.
Friendly,
Lavanya.
From India, Madras
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Hi all,
I totally agree with Lavanya's opinion. This is to spread knowledge about HR topics. No more further discussions on this. Again, people are talking about closed questions. Please answer the current question. Don't post questions that require vague answers (e.g., Difference between HR & PM). Let it be short and sweet, and provide a few lines of explanation where necessary. The poll closes today evening (I hope so). Dipika, you can proceed with the next question.
Preet
From India, Bangalore
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I totally agree with Lavanya's opinion. This is to spread knowledge about HR topics. No more further discussions on this. Again, people are talking about closed questions. Please answer the current question. Don't post questions that require vague answers (e.g., Difference between HR & PM). Let it be short and sweet, and provide a few lines of explanation where necessary. The poll closes today evening (I hope so). Dipika, you can proceed with the next question.
Preet
From India, Bangalore
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Dear Preet,
You need to allocate some time to post the question on the forum. It has been delayed significantly. Or should we proceed with another question from someone who may be ready, please?
This is only my suggestion.
Thanks with Regards,
Thiru
From Germany, Herzogenaurach
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You need to allocate some time to post the question on the forum. It has been delayed significantly. Or should we proceed with another question from someone who may be ready, please?
This is only my suggestion.
Thanks with Regards,
Thiru
From Germany, Herzogenaurach
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Hi Thiru,
I have already set the deadline to post the question as 12 PM (sometimes extended up to 2 PM) every day. For the question posted on Friday, the time limit is until Monday at 12 PM. However, the individuals announced as winners are delaying in posting the question. I have already asked Dipika to post the question, but as of now, there has been no response.
Regardless, we need to continue, so you can post the question.
Preet
From India, Bangalore
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I have already set the deadline to post the question as 12 PM (sometimes extended up to 2 PM) every day. For the question posted on Friday, the time limit is until Monday at 12 PM. However, the individuals announced as winners are delaying in posting the question. I have already asked Dipika to post the question, but as of now, there has been no response.
Regardless, we need to continue, so you can post the question.
Preet
From India, Bangalore
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Dear Preet,
I am taking it for granted to ask the question. Can you differentiate between the 90, 180, 270, 360, 540, and 720-degree appraisal systems followed in the industry? Please explain briefly the individuals involved and the associated benefits.
Thanks with Regards,
Thiru
From Germany, Herzogenaurach
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I am taking it for granted to ask the question. Can you differentiate between the 90, 180, 270, 360, 540, and 720-degree appraisal systems followed in the industry? Please explain briefly the individuals involved and the associated benefits.
Thanks with Regards,
Thiru
From Germany, Herzogenaurach
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Dear Thiru
Greetings!
360 Degree Appraisal:
360 degree appraisal has four integral components:
1. Self appraisal
2. Superior’s appraisal
3. Subordinate’s appraisal
4. Peer appraisal.
Self appraisal gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance. Superior’s appraisal forms the traditional part of the 360 degree appraisal where the employees’ responsibilities and actual performance is rated by the superior.
Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior’s ability to delegate the work, leadership qualities etc. Also known as internal customers, the correct feedback given by peers can help to find employees’ abilities to work in a team, co-operation and sensitivity towards others.
Self assessment is an indispensable part of 360 degree appraisals and therefore 360 degree appraisals have high employee involvement and also have the strongest impact on behavior and performance. It provides a "360-degree review" of the employees’ performance and is considered to be one of the most credible performance appraisal methods.
360 degree appraisal is also a powerful developmental tool because when conducted at regular intervals (say yearly) it helps to keep a track of the changes others’ perceptions about the employees. A 360 degree appraisal is generally found more suitable for the managers as it helps to assess their leadership and managing styles. This technique is being effectively used across the globe for performance appraisals. Some of the organizations following it are Wipro, Infosys, and Reliance Industries etc.
720 Degree Appraisal System:
the understanding about 720 degree feedback is very very murky.
different people define it in different ways.
1. Dave Ulrich (who is a major HR guru in the US) says when you gather
feedback from people outside the company, it is 720 degree feedback. his
article in which he makes this point is attached.
2. Clark Wilson (who is a consultant and has copyrighted the term '720
degree feedback') uses it to mean repeating the 360 degree process more
than once so that you can measure progress.
3. TV Rao (Indian HR guru) says 360 degree is assessing a person as he/she is, using multiple raters. 720 degree feedback is when you assess potential as well, again using multiple raters.
Rgds,
John N
From India, Madras
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Greetings!
360 Degree Appraisal:
360 degree appraisal has four integral components:
1. Self appraisal
2. Superior’s appraisal
3. Subordinate’s appraisal
4. Peer appraisal.
Self appraisal gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance. Superior’s appraisal forms the traditional part of the 360 degree appraisal where the employees’ responsibilities and actual performance is rated by the superior.
Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior’s ability to delegate the work, leadership qualities etc. Also known as internal customers, the correct feedback given by peers can help to find employees’ abilities to work in a team, co-operation and sensitivity towards others.
Self assessment is an indispensable part of 360 degree appraisals and therefore 360 degree appraisals have high employee involvement and also have the strongest impact on behavior and performance. It provides a "360-degree review" of the employees’ performance and is considered to be one of the most credible performance appraisal methods.
360 degree appraisal is also a powerful developmental tool because when conducted at regular intervals (say yearly) it helps to keep a track of the changes others’ perceptions about the employees. A 360 degree appraisal is generally found more suitable for the managers as it helps to assess their leadership and managing styles. This technique is being effectively used across the globe for performance appraisals. Some of the organizations following it are Wipro, Infosys, and Reliance Industries etc.
720 Degree Appraisal System:
the understanding about 720 degree feedback is very very murky.
different people define it in different ways.
1. Dave Ulrich (who is a major HR guru in the US) says when you gather
feedback from people outside the company, it is 720 degree feedback. his
article in which he makes this point is attached.
2. Clark Wilson (who is a consultant and has copyrighted the term '720
degree feedback') uses it to mean repeating the 360 degree process more
than once so that you can measure progress.
3. TV Rao (Indian HR guru) says 360 degree is assessing a person as he/she is, using multiple raters. 720 degree feedback is when you assess potential as well, again using multiple raters.
Rgds,
John N
From India, Madras
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Hi John, Very good answer. I think your answer is more appropriate. Let us wait till tomorrow 11.30. Thiru will declare the winner by tomorrow by 12PM. Preet
From India, Bangalore
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From India, Bangalore
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Dear preet
Greetings!
Thanks n Welcome.
Dear Thiru
Greetings!
180 Degree Appraisal System:
180¢ª Appraisal extends the traditional appraisal process to make the feedback process two-way.
Feedback from team members can be provided to their line manager on a one-to-one basis during the individual¡¯s appraisal discussion, or it can be collated and presented as group feedback from all team members.
Rgds,
John N
From India, Madras
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Greetings!
Thanks n Welcome.
Dear Thiru
Greetings!
180 Degree Appraisal System:
180¢ª Appraisal extends the traditional appraisal process to make the feedback process two-way.
Feedback from team members can be provided to their line manager on a one-to-one basis during the individual¡¯s appraisal discussion, or it can be collated and presented as group feedback from all team members.
Rgds,
John N
From India, Madras
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