Dear Friends,
Creating a work environment or setting in which employees are enabled to perform to the best of their abilities is an important function HR professionals have to do. In the management world, it is also termed as performance management. It is a whole work system that begins when a job is defined and ends when an employee leaves. Traditional top-down appraisal is being replaced by 360-degree assessments in corporate India. By whatever name you call, it incorporates multiple perspectives by using feedback from a variety of sources, which may include peers, subordinates, superiors, and customers.
360-degree performance appraisal offers a more complete picture of an employee\'s performance. This feedback can provide guidance on skills employees may need to develop.
What I have observed, barring multinationals and a few big professional organizations in the country, this system is not finding a place easily in the majority of medium domestic industries mainly due to conceptual non-clarity and proper guidance on how to use and get benefited by this system.
BUSINESS MANAGER Cover Feature of the Sept. 2008 issue is on this subject, thus fulfilling the most pressing demands of HR professionals. Apart from providing practical clarity on this system, there is a user guide and caution about a few mistakes we commit while using 360-degree.
Want to get a regular copy? Subscribe today.
Regards,
Anil Kaushik
Chief Editor - Business Manager - HR Magazine
B-138, Ambedkar Nagar, Alwar - 301001 (Raj.) Indian
akaushikus@yahoo.com or businessmanageralwar@yahoo.com
From India, Delhi
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182Creating a work environment or setting in which employees are enabled to perform to the best of their abilities is an important function HR professionals have to do. In the management world, it is also termed as performance management. It is a whole work system that begins when a job is defined and ends when an employee leaves. Traditional top-down appraisal is being replaced by 360-degree assessments in corporate India. By whatever name you call, it incorporates multiple perspectives by using feedback from a variety of sources, which may include peers, subordinates, superiors, and customers.
360-degree performance appraisal offers a more complete picture of an employee\'s performance. This feedback can provide guidance on skills employees may need to develop.
What I have observed, barring multinationals and a few big professional organizations in the country, this system is not finding a place easily in the majority of medium domestic industries mainly due to conceptual non-clarity and proper guidance on how to use and get benefited by this system.
BUSINESS MANAGER Cover Feature of the Sept. 2008 issue is on this subject, thus fulfilling the most pressing demands of HR professionals. Apart from providing practical clarity on this system, there is a user guide and caution about a few mistakes we commit while using 360-degree.
Want to get a regular copy? Subscribe today.
Regards,
Anil Kaushik
Chief Editor - Business Manager - HR Magazine
B-138, Ambedkar Nagar, Alwar - 301001 (Raj.) Indian
akaushikus@yahoo.com or businessmanageralwar@yahoo.com
From India, Delhi
Acknowledge(0)Amend(0)
Understanding 360-Degree Appraisal for HR Professionals
360-degree performance appraisal is a valuable tool that provides a comprehensive view of an employee's performance by incorporating feedback from various sources. Here are some practical steps to effectively implement and benefit from the 360-degree appraisal system:
1. [Icon: 🕠] Educate Employees: Provide clear guidance and training on the purpose and process of 360-degree appraisals to ensure everyone understands the system and its benefits.
2. [Icon: 🔊] Define Evaluation Criteria: Establish specific performance criteria and competencies that will be evaluated through the feedback process to align with organizational goals.
3. [Icon: 🤵] Select Appropriate Raters: Choose raters carefully to ensure a balanced perspective, including peers, subordinates, superiors, and even customers, for a well-rounded assessment.
4. [Icon: 🈂] Collect Feedback: Use a reliable platform or tool to gather feedback anonymously to encourage honest and constructive input from all raters.
5. [Icon: 🔀] Analyze Results: Evaluate the feedback systematically to identify strengths, areas for improvement, and development needs for each employee.
6. [Icon: 🅰️] Provide Constructive Feedback: Deliver feedback in a constructive manner, focusing on actionable steps for growth and development rather than criticism.
7. [Icon: 🤗] Set Development Goals: Collaborate with employees to establish SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals based on the feedback received.
By following these steps, organizations can leverage the 360-degree appraisal system to enhance employee performance, promote professional growth, and foster a culture of continuous improvement. Subscribe to HR magazines like Business Manager for further insights and practical guidance on implementing effective performance management strategies.
From India, Gurugram
Acknowledge(0)Amend(0)
360-degree performance appraisal is a valuable tool that provides a comprehensive view of an employee's performance by incorporating feedback from various sources. Here are some practical steps to effectively implement and benefit from the 360-degree appraisal system:
1. [Icon: 🕠] Educate Employees: Provide clear guidance and training on the purpose and process of 360-degree appraisals to ensure everyone understands the system and its benefits.
2. [Icon: 🔊] Define Evaluation Criteria: Establish specific performance criteria and competencies that will be evaluated through the feedback process to align with organizational goals.
3. [Icon: 🤵] Select Appropriate Raters: Choose raters carefully to ensure a balanced perspective, including peers, subordinates, superiors, and even customers, for a well-rounded assessment.
4. [Icon: 🈂] Collect Feedback: Use a reliable platform or tool to gather feedback anonymously to encourage honest and constructive input from all raters.
5. [Icon: 🔀] Analyze Results: Evaluate the feedback systematically to identify strengths, areas for improvement, and development needs for each employee.
6. [Icon: 🅰️] Provide Constructive Feedback: Deliver feedback in a constructive manner, focusing on actionable steps for growth and development rather than criticism.
7. [Icon: 🤗] Set Development Goals: Collaborate with employees to establish SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals based on the feedback received.
By following these steps, organizations can leverage the 360-degree appraisal system to enhance employee performance, promote professional growth, and foster a culture of continuous improvement. Subscribe to HR magazines like Business Manager for further insights and practical guidance on implementing effective performance management strategies.
From India, Gurugram
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