Bravo camouflaged Mr. 28677c5420521383353edc6e6;1346086!
Nice attempt. But still 1440 degree performance appraisal will also not be complete. So, for that purpose, try your luck to work for 3600 degree appraisal system. You will need to try local police, CBI, Interpol, FBI of USA, KGB of Russia, and Scotland Yard of UK also for verification of appraisals. If you try to take help from some agent like 007 James Bond for investigation purposes, that may perhaps be more useful and helpful to you in your project 3600 degree.
From India, Delhi
387Nice attempt. But still 1440 degree performance appraisal will also not be complete. So, for that purpose, try your luck to work for 3600 degree appraisal system. You will need to try local police, CBI, Interpol, FBI of USA, KGB of Russia, and Scotland Yard of UK also for verification of appraisals. If you try to take help from some agent like 007 James Bond for investigation purposes, that may perhaps be more useful and helpful to you in your project 3600 degree.
From India, Delhi
Hi Chris,
I appreciate your views. But 360 degree appraisal is merely one way communication between the employee and the boss/employer, i.e., from employee to boss, unless some defect is communicated to the employee.
Your proposal about dispensing with the appraisal system can also not be justified, as all employees, irrespective of their abilities, capacities, capabilities, talents, etc., would be treated alike. That would be just like equating the horses and donkeys togther in valuation. Even to develop some system of coaching for improvement will go futile when you are not able to know which employee need coaching for improvement and which employee has talents to be developed further to become an asset for the organization.
If you ask my personal views, even 720 degree appraisal is one sided appraisal, as that determines the appraisal of the subordinates without having their views about the role of his/her boss to judge the capability and leadership qualities of the boss, or whether he/she is good or bad boss. You will agree that only subordinates can be the best judge of their boss, having regular interaction with boss resulting in to their own peformance, and not the higher management, which looks at the one-sided feedback by boss.
So, the system of appraisal actually needs to be modified to accommodate evaluation of their boss by subordinates also. By that way only, the higher management can know whether there is a need to improve performance capabilities of the employees or the boss.
PS Dhingra
Management & Vigilance Consultant
Dhingra Group of Consultants
New Delhi
[dcgroup1962@gmail.com]
From India, Delhi
I appreciate your views. But 360 degree appraisal is merely one way communication between the employee and the boss/employer, i.e., from employee to boss, unless some defect is communicated to the employee.
Your proposal about dispensing with the appraisal system can also not be justified, as all employees, irrespective of their abilities, capacities, capabilities, talents, etc., would be treated alike. That would be just like equating the horses and donkeys togther in valuation. Even to develop some system of coaching for improvement will go futile when you are not able to know which employee need coaching for improvement and which employee has talents to be developed further to become an asset for the organization.
If you ask my personal views, even 720 degree appraisal is one sided appraisal, as that determines the appraisal of the subordinates without having their views about the role of his/her boss to judge the capability and leadership qualities of the boss, or whether he/she is good or bad boss. You will agree that only subordinates can be the best judge of their boss, having regular interaction with boss resulting in to their own peformance, and not the higher management, which looks at the one-sided feedback by boss.
So, the system of appraisal actually needs to be modified to accommodate evaluation of their boss by subordinates also. By that way only, the higher management can know whether there is a need to improve performance capabilities of the employees or the boss.
PS Dhingra
Management & Vigilance Consultant
Dhingra Group of Consultants
New Delhi
[dcgroup1962@gmail.com]
From India, Delhi
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