Hi there,
Thanks for the reply and keeping all HR buffs updated on the recent developments. I completely agree with the 720 degrees of performance appraisal. Why are we earning? Why are we working? This is all waste if we dont give time to our family. What ever we achieve in our professional life its not worth if we cant keep our personal life in balance.
Our wife and children will be a better judge to appraise us and let us know whether we were a responsible husband and a loving father.
Regards
Amit
From India, Gurgaon
7Thanks for the reply and keeping all HR buffs updated on the recent developments. I completely agree with the 720 degrees of performance appraisal. Why are we earning? Why are we working? This is all waste if we dont give time to our family. What ever we achieve in our professional life its not worth if we cant keep our personal life in balance.
Our wife and children will be a better judge to appraise us and let us know whether we were a responsible husband and a loving father.
Regards
Amit
From India, Gurgaon
Hi Subhash,
I agree with the problems listed above, but I believe that the system can only be successful if we remove the element of biasness from our evalaution. The individuals might take time to adopt to the system but they will accept it only if the organization communicates the objectives to the employees. The psyche of individual will take time to change and they will also accept the feedback from subordinates as long they understand that this will only help in their overall development.
We India lead a different life style and have a different mindset but I am also happy to share that we are also good in adopting good things from the west.
Regrds
Amit
http://howtomanagehumanresources.blogspot.com
From India, Gurgaon
I agree with the problems listed above, but I believe that the system can only be successful if we remove the element of biasness from our evalaution. The individuals might take time to adopt to the system but they will accept it only if the organization communicates the objectives to the employees. The psyche of individual will take time to change and they will also accept the feedback from subordinates as long they understand that this will only help in their overall development.
We India lead a different life style and have a different mindset but I am also happy to share that we are also good in adopting good things from the west.
Regrds
Amit
http://howtomanagehumanresources.blogspot.com
From India, Gurgaon
dear members
Good mrng all of u
Well i am in a confusion i.e what is performance appraisal
and what exactly the 360 degree appraisal is
What is the role that HR Executive plays in performance appraisals
Please send ur comments
warm Regards
Ramu
From India, Delhi
Good mrng all of u
Well i am in a confusion i.e what is performance appraisal
and what exactly the 360 degree appraisal is
What is the role that HR Executive plays in performance appraisals
Please send ur comments
warm Regards
Ramu
From India, Delhi
Hello,
With Greetings for Vijayadashmi!
As requested by one of our HR friend on cite HR,I have attached the sample word format for 360 degree appraisals.the standard 360 degree appraisal format is for to review the over all performance.and the attachment of Assesment is to evaluation through self,peers,subbordinates,superior,clients etc.here the assesment format contains of self attachment,and same format have to be use for all i.e peers,subbordinates,client,seniors.
with regards
brijesh deshmukh
From India, Pune
With Greetings for Vijayadashmi!
As requested by one of our HR friend on cite HR,I have attached the sample word format for 360 degree appraisals.the standard 360 degree appraisal format is for to review the over all performance.and the attachment of Assesment is to evaluation through self,peers,subbordinates,superior,clients etc.here the assesment format contains of self attachment,and same format have to be use for all i.e peers,subbordinates,client,seniors.
with regards
brijesh deshmukh
From India, Pune
thanks a ton brijesh ... m sure it will be a gr8 help 4 me in designing the form
m just a day old in this new worl but already m feeling addicted to this site coz all the inputs posted by all members are so enriching and worthy .
thanks to all
mini
From United Arab Emirates, Dubai
m just a day old in this new worl but already m feeling addicted to this site coz all the inputs posted by all members are so enriching and worthy .
thanks to all
mini
From United Arab Emirates, Dubai
Hi!
You labeled your form as "standard 360 degree appraisal format". I went through your form and found it to be quite difficult to be used as a possible "standard form for the 360 method" because it only contains two (2) appraisers -- Part A for the Self, and Part B for the appraiser, i.e. the Immediate Superior. Are you proposing that Part B will be accomplished by all the other "contacts surrounding the employee" being evaluated?
Also, your proposed form has eight (8) pages and the performance factors/ questions therein appear to be soliciting highly subjective answers, esp the point system which are in point ranges. My question is: how will you process the results of an employee's appraisal if there were five (5) contacts that submitted their appraisal for the employee?
How do you eliminate subjectivity, bias, and favoritism? How much time do you need to process one employee --- or suppose there are a thousand employees?
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
Tel:00632-787-0423 (landline)
(mobile)
From Philippines, Parañaque
You labeled your form as "standard 360 degree appraisal format". I went through your form and found it to be quite difficult to be used as a possible "standard form for the 360 method" because it only contains two (2) appraisers -- Part A for the Self, and Part B for the appraiser, i.e. the Immediate Superior. Are you proposing that Part B will be accomplished by all the other "contacts surrounding the employee" being evaluated?
Also, your proposed form has eight (8) pages and the performance factors/ questions therein appear to be soliciting highly subjective answers, esp the point system which are in point ranges. My question is: how will you process the results of an employee's appraisal if there were five (5) contacts that submitted their appraisal for the employee?
How do you eliminate subjectivity, bias, and favoritism? How much time do you need to process one employee --- or suppose there are a thousand employees?
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
Tel:00632-787-0423 (landline)
(mobile)
From Philippines, Parañaque
Dear Brijesh,
I also agree with Ed Llarena, Jr. Managing Partner Emilla Consulting Manila, Philippines , since the form sent by you it too subjective and evaluating it would be very challenging, esp when you have more employeess.
I would suggest if the same could be more objective, and assessment employeees could be done on the certain pre defined attributes which could be Work related, Goal oriented, General I P Skills , Leadership skills for Managers etc.
Rgds
Sudhanshu
From India, Bangalore
I also agree with Ed Llarena, Jr. Managing Partner Emilla Consulting Manila, Philippines , since the form sent by you it too subjective and evaluating it would be very challenging, esp when you have more employeess.
I would suggest if the same could be more objective, and assessment employeees could be done on the certain pre defined attributes which could be Work related, Goal oriented, General I P Skills , Leadership skills for Managers etc.
Rgds
Sudhanshu
From India, Bangalore
Dear Brijesh
The information shared is very useful and thanx for sharing it. I also agree with my friends that the details are very subjective and it will be little difficult to compile and derive the conclusion . any ways let us all try to make it more objective based on your information.
My request to all other fellow professionals to work out on this and let us add some more value to it.
Regards
Shibu
From India, Kochi
The information shared is very useful and thanx for sharing it. I also agree with my friends that the details are very subjective and it will be little difficult to compile and derive the conclusion . any ways let us all try to make it more objective based on your information.
My request to all other fellow professionals to work out on this and let us add some more value to it.
Regards
Shibu
From India, Kochi
Dear Ed Llarena,
With Greetings!
As per the form Part A is for appraisee and B is for Appraise,(Immediate superior),and as it is 360 format,for peers,subordinates and clients we use assesment forms (to evaluate overall/genral performance of employee)We are using Part B for Immediate superior only,not for everyone (involving during appraisals).concern /view of part B (IMM .SUP) is important as for the core concern /core technical aspects of job profile/individuals job profile.About the questions as it seems to be highly subjective,we are using these for core technical perpose and as in point of view of technical activities we do have the data employeewise (on performance/target/task).AnD offcourse this format which we are using here is time-consuming (to complete entire cycle it takes neara bout 15 days).However ours is small company having headstrenghth of 200-300 emp,till now HRD has not came across difficulties on it.
If you have any other format,other than this you can share with us.I`ll get back to you sooon on this.
With Wram regards
Brijesh Deshmukh
From India, Pune
With Greetings!
As per the form Part A is for appraisee and B is for Appraise,(Immediate superior),and as it is 360 format,for peers,subordinates and clients we use assesment forms (to evaluate overall/genral performance of employee)We are using Part B for Immediate superior only,not for everyone (involving during appraisals).concern /view of part B (IMM .SUP) is important as for the core concern /core technical aspects of job profile/individuals job profile.About the questions as it seems to be highly subjective,we are using these for core technical perpose and as in point of view of technical activities we do have the data employeewise (on performance/target/task).AnD offcourse this format which we are using here is time-consuming (to complete entire cycle it takes neara bout 15 days).However ours is small company having headstrenghth of 200-300 emp,till now HRD has not came across difficulties on it.
If you have any other format,other than this you can share with us.I`ll get back to you sooon on this.
With Wram regards
Brijesh Deshmukh
From India, Pune
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