Hi
I am Baru, MBA-HR, currently working in an IT firm as HR Executive.
I would like to introduce 360 degree appraisal in our organization,could any of u help me out in this as ......
1)what are the parameters i need to take care.2)How to calculate the preformance 3)who should be involved in this appraisal system.4)how to give the feedback ....etc
Thanks
baru
From India, Hyderabad
I am Baru, MBA-HR, currently working in an IT firm as HR Executive.
I would like to introduce 360 degree appraisal in our organization,could any of u help me out in this as ......
1)what are the parameters i need to take care.2)How to calculate the preformance 3)who should be involved in this appraisal system.4)how to give the feedback ....etc
Thanks
baru
From India, Hyderabad
Dear Baru, There are quite a few articles on 360 Degree appraisal, You can search the same in Cite HR, type 360 and search.
From India, Bangalore
6From India, Bangalore
Good idea. I will give some thot about Performance appraisal in general. This serves to provoke discussion on this topic please comment
The Topic is:-
Performance Appraisal do not work, Replace it with purposeful coaching.
Take time to read attachment for my point of view.
From South Africa, Stellenbosch
The Topic is:-
Performance Appraisal do not work, Replace it with purposeful coaching.
Take time to read attachment for my point of view.
From South Africa, Stellenbosch
Hi Promod,
Thanq u so much for the information.
Through search i could find some information.
Can i know whether the same parameters will be used for all the empoyees or it differs from person to person ?
And how to set KRA's for diiferent positions?Can u illustrate with an example of software engineer in IT Firm.
Regards,
Baru
From India, Hyderabad
Thanq u so much for the information.
Through search i could find some information.
Can i know whether the same parameters will be used for all the empoyees or it differs from person to person ?
And how to set KRA's for diiferent positions?Can u illustrate with an example of software engineer in IT Firm.
Regards,
Baru
From India, Hyderabad
Dear Bharghav, I am not the right person to answer your topic, There are few ppl who have discussed on KRA, so again you search KRA and you will find few ppl, I think Rajat joshi is the right person he was discussing abt this, find his email id here and email him or create a new topic, so you will get info regarding the same.
All the best.
Pramod
From India, Bangalore
All the best.
Pramod
From India, Bangalore
The 360 degree APPRAISAL is a great concept on paper but
it falls flat in implementation.
Its success lies in the way it is implemented.
There are very few companies , large ones, have made good
use of it.
The ones , who have failed with it, have just adopted it
and distributed the forms, without proper definition and
proper explanation.
The theory / the implementation plan assumes,
-most staff do not work in vacuum
-staff interact daily with people to get job done
-interaction could be internal / external people
-internal could include upwards/ downwards/sidewards
-external could include customers/ suppliers etc.
For the success of the 360 degree appraisal,
-each staff job must be analysed
-each staff's daily interaction analysed
-only those have regular [ at once a week] contacts
should be given the form.
You don't appraise the person but you appraise the performance
of the person.
If you contact a person--only once in six months, you can
hardly evaluate the performance.
The performance appraisal must be descriptive and not
value judgement based on some moral standards.
PERFORMANCE APPRAISALS ARE BASED ON CRITERIA SET
AND NOT SOME FANCIED WISHFUL THINKING.
Those are selected / given the forms must be briefed well
about the criteria / how to use it.
That is the reason for flop of 360 appraisals in many cases.
YOU HAVE TO DO A LOT OF HOMEWORK WITHIN THE ORGANIZATION.
IF YOU GIVE ME ONE POSITION / JOB DESCRIPTION,
I MIGHT BE ABLE TO GIVE YOU SOME HELP / DIRECTION.
regards
LEO LINGHAM
_________________
LEO LINGHAM
PRINCIPAL:BestBusiCon Pty Ltd
From India, Mumbai
it falls flat in implementation.
Its success lies in the way it is implemented.
There are very few companies , large ones, have made good
use of it.
The ones , who have failed with it, have just adopted it
and distributed the forms, without proper definition and
proper explanation.
The theory / the implementation plan assumes,
-most staff do not work in vacuum
-staff interact daily with people to get job done
-interaction could be internal / external people
-internal could include upwards/ downwards/sidewards
-external could include customers/ suppliers etc.
For the success of the 360 degree appraisal,
-each staff job must be analysed
-each staff's daily interaction analysed
-only those have regular [ at once a week] contacts
should be given the form.
You don't appraise the person but you appraise the performance
of the person.
If you contact a person--only once in six months, you can
hardly evaluate the performance.
The performance appraisal must be descriptive and not
value judgement based on some moral standards.
PERFORMANCE APPRAISALS ARE BASED ON CRITERIA SET
AND NOT SOME FANCIED WISHFUL THINKING.
Those are selected / given the forms must be briefed well
about the criteria / how to use it.
That is the reason for flop of 360 appraisals in many cases.
YOU HAVE TO DO A LOT OF HOMEWORK WITHIN THE ORGANIZATION.
IF YOU GIVE ME ONE POSITION / JOB DESCRIPTION,
I MIGHT BE ABLE TO GIVE YOU SOME HELP / DIRECTION.
regards
LEO LINGHAM
_________________
LEO LINGHAM
PRINCIPAL:BestBusiCon Pty Ltd
From India, Mumbai
Hi Leo,
Thank u so much.
i am working in an IT company, where the designations of the people would be like software engineers, Team Leads,Project Managers etc.
We will be getting projects in different platform like
etc.from US and our's is an offshore development company.
Can u pls help me out now.
Once again thank u, U'r suggestions would help me a lot in this run.
Bhargavi
From India, Hyderabad
Thank u so much.
i am working in an IT company, where the designations of the people would be like software engineers, Team Leads,Project Managers etc.
We will be getting projects in different platform like
Can u pls help me out now.
Once again thank u, U'r suggestions would help me a lot in this run.
Bhargavi
From India, Hyderabad
RESPONSE TO YOUR REQUEST.
I WILL SHOW ONE EXAMPLE--RELATED TO ÏT" BUT A GENERAL
EXAMPLE. YOU STUDY THE EXAMPLE.
THEN SIT DOWN WITH THE LINE MANAGER AND DEVELOP FOR
EACH POSITION
-ANALYSIS OF THE JOB POSITION
-JOB DESCRIPTION
-EVALUATION CRITERIA.
==========================================
Project Manager
Position:
Position reports to;
MIS Manager
Primary objective
Control and co ordinate systems development projects to meet time and efficiency goals and project objectives.
Specific accountabilities
Define the scope of systems development projects.
Appoint project leaders and provide them with clear terms of reference including targets to be met and resources to be allocated.
Monitor and control the development and cost of systems by initiating regular reviews.
Make detailed plans for systems implementation in conjunction with users, and assist in the testing and installation of the systems or software, if required.
Ensure all project group activities are co ordinated with other project groups, operations and other user areas.
Plan and control quality standards so that systems or program requirements for maintenance, modification, documentation and efficiency are met.
Assist with long term plans for application systems development and software.
Select, train and develop project teams.
CRITERIA
1.Initiative
2.Commercial Judgement
3.Innovative
4.Problem solving ability
5.Coping with Ambiguity
6.Setting Project Objectives[time/fund/staff level/etc]
7.Achieving financial results.
8.Maintains Project Database.
9.Maintains Performance Stability.
10.Effective Planning.
regards
LEO LINGHAM
From India, Mumbai
I WILL SHOW ONE EXAMPLE--RELATED TO ÏT" BUT A GENERAL
EXAMPLE. YOU STUDY THE EXAMPLE.
THEN SIT DOWN WITH THE LINE MANAGER AND DEVELOP FOR
EACH POSITION
-ANALYSIS OF THE JOB POSITION
-JOB DESCRIPTION
-EVALUATION CRITERIA.
==========================================
Project Manager
Position:
Position reports to;
MIS Manager
Primary objective
Control and co ordinate systems development projects to meet time and efficiency goals and project objectives.
Specific accountabilities
Define the scope of systems development projects.
Appoint project leaders and provide them with clear terms of reference including targets to be met and resources to be allocated.
Monitor and control the development and cost of systems by initiating regular reviews.
Make detailed plans for systems implementation in conjunction with users, and assist in the testing and installation of the systems or software, if required.
Ensure all project group activities are co ordinated with other project groups, operations and other user areas.
Plan and control quality standards so that systems or program requirements for maintenance, modification, documentation and efficiency are met.
Assist with long term plans for application systems development and software.
Select, train and develop project teams.
CRITERIA
1.Initiative
2.Commercial Judgement
3.Innovative
4.Problem solving ability
5.Coping with Ambiguity
6.Setting Project Objectives[time/fund/staff level/etc]
7.Achieving financial results.
8.Maintains Project Database.
9.Maintains Performance Stability.
10.Effective Planning.
regards
LEO LINGHAM
From India, Mumbai
Hi Leo,
Thank u so much . Now i got an idea to set crieteria for different jobs.
I will be implementing this shortly.
Can i have some information regarding KRA's, and what is the exact difference between performance appraisal and performance management.
Thankq
Bhargavi
From India, Hyderabad
Thank u so much . Now i got an idea to set crieteria for different jobs.
I will be implementing this shortly.
Can i have some information regarding KRA's, and what is the exact difference between performance appraisal and performance management.
Thankq
Bhargavi
From India, Hyderabad
KRA means KEY RESULT AREAS.
EXAMPLE ----KRAs for sales reps.
-no of new prospect accounts contacted --nos.
-sales results -- DOLLARS
-no. of new customers closed ---nos.
-no of presentation made/ no. of sales closed
etc etc
Each key area must
have an impact on the results.
========================================
PERFORMANCE APPRAISAL
is the process of identifying the areas for improvements
in employees. This is carried out by
-job analysis
-review the job description
-review the job performance against standard criteria set.
-both the boss/ employee review the period performance
-boss conducts the interview
-boss/ employee jointly agree on the strengths/ areas for improvements.
-jointly agree an action plan for improvements.
===========================================
PERFORMANCE MANAGEMENT
IS the process of developing the employee and managing
the development program.
-performance appraisal
-action plan for improvements
-training
-coaching
-counseling
-job enrichment
-job rotation
-education programs
-promotion
etc
regards
LEO LINGHAM
From India, Mumbai
EXAMPLE ----KRAs for sales reps.
-no of new prospect accounts contacted --nos.
-sales results -- DOLLARS
-no. of new customers closed ---nos.
-no of presentation made/ no. of sales closed
etc etc
Each key area must
have an impact on the results.
========================================
PERFORMANCE APPRAISAL
is the process of identifying the areas for improvements
in employees. This is carried out by
-job analysis
-review the job description
-review the job performance against standard criteria set.
-both the boss/ employee review the period performance
-boss conducts the interview
-boss/ employee jointly agree on the strengths/ areas for improvements.
-jointly agree an action plan for improvements.
===========================================
PERFORMANCE MANAGEMENT
IS the process of developing the employee and managing
the development program.
-performance appraisal
-action plan for improvements
-training
-coaching
-counseling
-job enrichment
-job rotation
-education programs
-promotion
etc
regards
LEO LINGHAM
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Maruti adopts `360 degree' appraisal system.doc
360 Degree Feedback System.ppt