hi all, I am writing a article on 720 degree Performance Appraisal, Please do share some information regarding the topic. With regards Anupama
From India, Bangalore
3From India, Bangalore
Dear Anupama,
There is no of post here on cite hr on this topic, it was raised recently and there was lots and lots of information on that. I not able to re collect the date or month of post but you can search for it, it willl be helpful to you.
From India, Mumbai
There is no of post here on cite hr on this topic, it was raised recently and there was lots and lots of information on that. I not able to re collect the date or month of post but you can search for it, it willl be helpful to you.
From India, Mumbai
In traditional 360 degree appraisal, raters include:
• Boss
• Peers – immediate & functional colleagues
• Direct reporters
• Colleagues and internal customers
Then, 540 degree appraisal add more external customers and suppliers
Of courses, 720 degree would also take the feedback from stakeholders & family. So that in 720 degree appraisal, feedback is taken from external sources such as stakeholders, family, suppliers, communities….
From India, Calcutta
• Boss
• Peers – immediate & functional colleagues
• Direct reporters
• Colleagues and internal customers
Then, 540 degree appraisal add more external customers and suppliers
Of courses, 720 degree would also take the feedback from stakeholders & family. So that in 720 degree appraisal, feedback is taken from external sources such as stakeholders, family, suppliers, communities….
From India, Calcutta
In this system, we provide a feedback after the original / main 360 degree
appraisal. This is only performed in exceptional cases. Some
managers feel that doing ''one '' comprehensive 360 degree is not
complete in itself in some cases.
These managers feel that an effective procedure to measure improvements
and receive feedback is essential for the success of an appraisal.
This gives a pre and a post intervention results. The pre-intervention
results set the baseline.
The development program is then carried out to improve the
participants' behavior through training / development/ education.
The post intervention appraisal then shows the amount
of improvement in the participant.
THIS PRE AND POST INTERVENTION IN THE PERFORMANCE
APPRAISAL SYSTEM IS THE 720 DEGREE SYSTEM
From India, Pune
appraisal. This is only performed in exceptional cases. Some
managers feel that doing ''one '' comprehensive 360 degree is not
complete in itself in some cases.
These managers feel that an effective procedure to measure improvements
and receive feedback is essential for the success of an appraisal.
This gives a pre and a post intervention results. The pre-intervention
results set the baseline.
The development program is then carried out to improve the
participants' behavior through training / development/ education.
The post intervention appraisal then shows the amount
of improvement in the participant.
THIS PRE AND POST INTERVENTION IN THE PERFORMANCE
APPRAISAL SYSTEM IS THE 720 DEGREE SYSTEM
From India, Pune
I would suggest that better stop this gimmicks of numbers. They are consultants' delight and add confusion to a process which was otherwise simple since the days immemorial. Can any body vouch for its greater validity?
Beauty of all arithmetics are in their simplicity. Jokes of the so called management science is in their bootlegging-wine and wines and old wines in new bottles every day.
From India, Pune
Beauty of all arithmetics are in their simplicity. Jokes of the so called management science is in their bootlegging-wine and wines and old wines in new bottles every day.
From India, Pune
Hi Anupama,
The Presentation at the following Link may probably help you a lot:
http://kanishk.chd.googlepages.com/g...eappraisal.ppt
PS Dhingra
Management & Vigilance Consultant
Dhingra Group of Consultants
New Delhi
[dcgroup1962@gmail.com]
From India, Delhi
The Presentation at the following Link may probably help you a lot:
http://kanishk.chd.googlepages.com/g...eappraisal.ppt
PS Dhingra
Management & Vigilance Consultant
Dhingra Group of Consultants
New Delhi
[dcgroup1962@gmail.com]
From India, Delhi
Dear Mr. Khanna,
You may like to go through the presentation by clicking on the link given below my previous post.
PS Dhingra
Management & Vigilance Consultant
Dhingra Group of Consultants
New Delhi
[dcgroup1962@gmail.com]
From India, Delhi
You may like to go through the presentation by clicking on the link given below my previous post.
PS Dhingra
Management & Vigilance Consultant
Dhingra Group of Consultants
New Delhi
[dcgroup1962@gmail.com]
From India, Delhi
Hi
I agree with the comment on consultants coming up with new terminologies.
Let me add one more to that category- the 361 degree appraisal.Any guesses on what this means?
Watch this space.
Job Xavier
I agree with the comment on consultants coming up with new terminologies.
Let me add one more to that category- the 361 degree appraisal.Any guesses on what this means?
Watch this space.
Job Xavier
I WISH THERE WAS ALSO A 1440 DEGREE PERFORMANCE APPRAISAL ...i am looking out for the same wherein the feedback would be taken from the employee's house people and his neighbours, his relatives, sweepers, watchman, shopkeepers in his area....no feedback levels would be complete without having access to each and every aspect of the employee's life.................did i hear someone say "TOO MANY COOKS SPOIL THE BROTH".......rgrds
Life is Simple, Keep it Simple!
From India, Mumbai
Life is Simple, Keep it Simple!
From India, Mumbai
Isn't the idea of a follow up measurment just common sense?
What is the point of spending time and money on a 360 degree appraisal, if you are not going to do something with the numbers? Obviously you have to develop the coach the areas that need improvement, and then keep measuring again and again.
Personally I think the best way to do this is to throw out annual reviews. If you identify what is important and then measuring it weekly or monthly, and keep giving feedback to the staff, then you can get faster and more responsive improvements.....
From India, Mumbai
What is the point of spending time and money on a 360 degree appraisal, if you are not going to do something with the numbers? Obviously you have to develop the coach the areas that need improvement, and then keep measuring again and again.
Personally I think the best way to do this is to throw out annual reviews. If you identify what is important and then measuring it weekly or monthly, and keep giving feedback to the staff, then you can get faster and more responsive improvements.....
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.
Perfomance appraisal-270.x ls
Maruti adopts `360 degree' appraisal system.doc