4
it was good one sir ji but by getting this information it also emplement by each then it is usefull to every one.
Hi Nagaraj, Good job Sir - a request though - could you also pull in a comparative analysis between the 360 - 540 - 720 degree appraisal systems?
From India
From India
Dear Sir
I am appending below my feedback, as solicited by you.
My Feedback :
It looks like a rudimentary system. May be you are still working on it, as it lacks details about the process flow and the documentation.
Although 360 degree appraisal system may be difficult to implement initially in a majority of organizations as you have rightly pointed out, the best that can be achieved is through the MBO approach.
Hope you will work on it.
You can always revert back to me if you have any further queries on this, or you need assistance.
I have implemented MBO system (with assistance from external consultants) in a very large organization in cement industry with plants across various states. Prior to that I have worked in a Navratna PSU for a considerable period of time, where MBO was inplemented in 1986, and it is still continuing.
In another major company that I worked for, PMS based on MBO was administered through an On-line system based on PeopleSoft architecture.
Pardon me for asking, but I would be interested in knowing how much industry experience you have ? This is because, I find your work, conceptually good, but lacking in practical appeal / feasibility. You can rely on my help in this respect.
Regards.
From India, Delhi
I am appending below my feedback, as solicited by you.
My Feedback :
It looks like a rudimentary system. May be you are still working on it, as it lacks details about the process flow and the documentation.
Although 360 degree appraisal system may be difficult to implement initially in a majority of organizations as you have rightly pointed out, the best that can be achieved is through the MBO approach.
Hope you will work on it.
- Another point : Rewards and Increments etc. should NOT be a part of the Appraisal system per se.
Rather, they are the OUTCOME of the Appraisal system.
So let the appraisal system be carried out peacefully and un-interrupted. On completion, it should yield the (relative) asessment of employees.
Consequent to which, the management can draw up /implement its Reward plan/policy.
You can always revert back to me if you have any further queries on this, or you need assistance.
I have implemented MBO system (with assistance from external consultants) in a very large organization in cement industry with plants across various states. Prior to that I have worked in a Navratna PSU for a considerable period of time, where MBO was inplemented in 1986, and it is still continuing.
In another major company that I worked for, PMS based on MBO was administered through an On-line system based on PeopleSoft architecture.
Pardon me for asking, but I would be interested in knowing how much industry experience you have ? This is because, I find your work, conceptually good, but lacking in practical appeal / feasibility. You can rely on my help in this respect.
Regards.
From India, Delhi
Very Good!
Thank you.
A.R.R.Menon
Dr.A.R.R.Menon
Scientist
Materials & Minerals Division
National Institute for Interdisciplinary Science & Technology (NIIST)
(Council of Scientific & Industrial Research)
Industrial Estate P.O.
Thiruvananthapuram - 695 019.
Ph. +91-0471-2515284 (Off.), 2312650 (Res.)
Mob. 9495813059,
e-mail:
From India, Thiruvananthapuram
Thank you.
A.R.R.Menon
Dr.A.R.R.Menon
Scientist
Materials & Minerals Division
National Institute for Interdisciplinary Science & Technology (NIIST)
(Council of Scientific & Industrial Research)
Industrial Estate P.O.
Thiruvananthapuram - 695 019.
Ph. +91-0471-2515284 (Off.), 2312650 (Res.)
Mob. 9495813059,
e-mail:
From India, Thiruvananthapuram
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