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We are planning to implement 360 degree for Team leaders and Managers in our organisation. I need help preparing questionnaires. Please help if anyone have prepared questionnaire.
From India, Gurgaon
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From India, Gurgaon
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Required 360 degree appraisal system and format for new start up organisation.
From India, Mumbai
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From India, Mumbai
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Dear CiteHR Team members,
I am working as an HR Professional in an automobile company. As per management discussion, I need a 360-degree appraisal format for all levels of employees on a timely basis.
I have created an appraisal form, but based on their feedback, they have suggested certain additions to the form. Please find their points below:
"It appears that the evaluation criteria are primarily qualitative in nature and focus on rating the employee on personality-related aspects such as communication and quality of work. While these traits are important, they can be challenging to measure and evaluate quantifiably.
Additionally, there seems to be a lack of quantitative benchmarking, which could make it difficult to assess staff performance and track progress over time. Without clear targets and goals, employees may struggle to understand expectations and monitor their own progress.
To address these concerns, I propose using the Goal Sheet based on the Balanced Scorecard method as a framework for evaluating staff performance. This method offers a structured approach to assessing performance, incorporating both qualitative and quantitative criteria for goal setting and progress tracking.
The Balanced Scorecard method comprises key components like financial performance, customer satisfaction, internal business processes, and learning and growth. By emphasizing these areas, we can establish measurable targets aligned with organizational goals. This will establish an objective and data-driven approach to evaluating staff performance while considering qualitative aspects.
In conclusion, I believe this method will offer a more effective and precise way of evaluating staff performance. I am willing to collaborate with HR to create specific goal sheets for each staff member. Please share your thoughts on this approach."
I look forward to receiving positive feedback from HR experts.
Thanks and regards,
Sidharth
From India, Varanasi
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I am working as an HR Professional in an automobile company. As per management discussion, I need a 360-degree appraisal format for all levels of employees on a timely basis.
I have created an appraisal form, but based on their feedback, they have suggested certain additions to the form. Please find their points below:
"It appears that the evaluation criteria are primarily qualitative in nature and focus on rating the employee on personality-related aspects such as communication and quality of work. While these traits are important, they can be challenging to measure and evaluate quantifiably.
Additionally, there seems to be a lack of quantitative benchmarking, which could make it difficult to assess staff performance and track progress over time. Without clear targets and goals, employees may struggle to understand expectations and monitor their own progress.
To address these concerns, I propose using the Goal Sheet based on the Balanced Scorecard method as a framework for evaluating staff performance. This method offers a structured approach to assessing performance, incorporating both qualitative and quantitative criteria for goal setting and progress tracking.
The Balanced Scorecard method comprises key components like financial performance, customer satisfaction, internal business processes, and learning and growth. By emphasizing these areas, we can establish measurable targets aligned with organizational goals. This will establish an objective and data-driven approach to evaluating staff performance while considering qualitative aspects.
In conclusion, I believe this method will offer a more effective and precise way of evaluating staff performance. I am willing to collaborate with HR to create specific goal sheets for each staff member. Please share your thoughts on this approach."
I look forward to receiving positive feedback from HR experts.
Thanks and regards,
Sidharth
From India, Varanasi
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I would suggest that you read books on topics like Balanced Scorecard, 360-degree appraisal, etc., by Prof. TV Rao, who is our HR Guru in India. You will learn a lot. I bought six copies of his book on HR Audit, which I handed over to my trainees on HR Audit in Doha, Qatar, during my training there in August 2022. He has written more than 50 books on various HR topics. You can try searching on Amazon for these books.
From India, Bengaluru
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From India, Bengaluru
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Hello Rajshree, I can definitely help you with that. A 360-degree appraisal, also known as a multi-rater or 360 feedback, is a performance appraisal process that involves feedback from multiple sources.
These sources typically include the employee's manager, peers, subordinates, and other stakeholders. Here are some steps to consider when implementing a 360-degree appraisal process:
Define the appraisal process: Develop a clear and comprehensive plan that outlines the purpose, scope, and timeline of the 360-degree appraisal process.
Select raters: Identify who will provide feedback on each employee. This could include managers, peers, subordinates, and clients or customers.
Develop appraisal form: Create a 360-degree appraisal form that includes a rating scale and open-ended questions to gather feedback from raters. The format of the appraisal form should be consistent for all employees.
Train raters: Train the raters on the appraisal process and how to provide constructive feedback.
Collect feedback: Gather feedback from the raters and compile the data. Ensure confidentiality of the feedback by keeping it anonymous.
Conduct employee review: Provide the feedback to the employee and discuss areas of improvement and strengths.
Develop an action plan: Develop an action plan with the employee that outlines steps to improve performance.
Regarding the format of the appraisal form, there are several templates available online that you can use as a reference. The format should include the following sections:
Personal information: This includes the employee's name, job title, and department.
Appraisal rating scale: This could include a numerical or descriptive rating scale to evaluate different competencies.
Open-ended questions: Provide open-ended questions to gather specific feedback on areas of strength and improvement.
Overall comments: Allow the raters to provide overall comments on the employee's performance.
Signature: The employee and the raters should sign the form to confirm that they have read and agreed with the feedback.
Below is an additional link to help you in this regard.
Here: https://www.pockethrms.com/blog/360-...nce-appraisal/
I hope this helps you in formulating a 360-degree appraisal process for your organization.
Good luck!
From India, Mumbai
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These sources typically include the employee's manager, peers, subordinates, and other stakeholders. Here are some steps to consider when implementing a 360-degree appraisal process:
Define the appraisal process: Develop a clear and comprehensive plan that outlines the purpose, scope, and timeline of the 360-degree appraisal process.
Select raters: Identify who will provide feedback on each employee. This could include managers, peers, subordinates, and clients or customers.
Develop appraisal form: Create a 360-degree appraisal form that includes a rating scale and open-ended questions to gather feedback from raters. The format of the appraisal form should be consistent for all employees.
Train raters: Train the raters on the appraisal process and how to provide constructive feedback.
Collect feedback: Gather feedback from the raters and compile the data. Ensure confidentiality of the feedback by keeping it anonymous.
Conduct employee review: Provide the feedback to the employee and discuss areas of improvement and strengths.
Develop an action plan: Develop an action plan with the employee that outlines steps to improve performance.
Regarding the format of the appraisal form, there are several templates available online that you can use as a reference. The format should include the following sections:
Personal information: This includes the employee's name, job title, and department.
Appraisal rating scale: This could include a numerical or descriptive rating scale to evaluate different competencies.
Open-ended questions: Provide open-ended questions to gather specific feedback on areas of strength and improvement.
Overall comments: Allow the raters to provide overall comments on the employee's performance.
Signature: The employee and the raters should sign the form to confirm that they have read and agreed with the feedback.
Below is an additional link to help you in this regard.
Here: https://www.pockethrms.com/blog/360-...nce-appraisal/
I hope this helps you in formulating a 360-degree appraisal process for your organization.
Good luck!
From India, Mumbai
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Dear Fraternity,
I am seeking your guidance and help in formulating a 360-degree performance evaluation process at my current organization. In case you have forms (supervisor to team, team to supervisor, peer group), kindly share. Also, I would like to understand the weight of each category and how we come to a conclusion on the final rating system.
Thank you so much!
Sipra
From India, Pune
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I am seeking your guidance and help in formulating a 360-degree performance evaluation process at my current organization. In case you have forms (supervisor to team, team to supervisor, peer group), kindly share. Also, I would like to understand the weight of each category and how we come to a conclusion on the final rating system.
Thank you so much!
Sipra
From India, Pune
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How to Conduct 180 360 degree Appraisals.doc