Dear Friends, Please tell me how 360 PMS process to do? What is it applicability? How many times a year. What documents and statements required to do this job. Regards, Deepmahe
From India, Delhi
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7From India, Delhi
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Dear Deepmahe,
I have heard of concepts like "360-degree appraisal" or "360-degree feedback." However, although I conduct training on PMS, I have never come across the concept called "360 PMS Process."
If this concept is new, I kindly request you to explain the concept. If you are also unfamiliar with it, I request you to review your understanding.
Thanks,
DVD
From India, Bangalore
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I have heard of concepts like "360-degree appraisal" or "360-degree feedback." However, although I conduct training on PMS, I have never come across the concept called "360 PMS Process."
If this concept is new, I kindly request you to explain the concept. If you are also unfamiliar with it, I request you to review your understanding.
Thanks,
DVD
From India, Bangalore
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Dear Deepmahe,
Thank you for the query and thanks too to DVD for raising the question.
I take this oportunity to appeal to bloggers to give details of their background and state why they have posed the query. If the question posed is precise then responses from other members will be focussed to clear the doubts. For more information on PMS please see Performance Management - Checklist for the Performance Management Process and 12 steps to a great 360 degree feedback process « The performance management evolution found at Google where there are more links.
From United Kingdom
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Thank you for the query and thanks too to DVD for raising the question.
I take this oportunity to appeal to bloggers to give details of their background and state why they have posed the query. If the question posed is precise then responses from other members will be focussed to clear the doubts. For more information on PMS please see Performance Management - Checklist for the Performance Management Process and 12 steps to a great 360 degree feedback process « The performance management evolution found at Google where there are more links.
From United Kingdom
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dear friends, Plz provide me questionnaire on "impact of 360 degree feedback system on employee development" for my MBA project.
From India, Chandigarh
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From India, Chandigarh
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The objective of 360-degree feedback is to arrive at a wholehearted feedback on somebody's performance. However, due to various business reasons including practicality and controversies, usually for performance assessment and compensation planning, 360 feedback alone may not be the sole criteria. Typically, organizations follow Half-Yearly or Annual Performance appraisal and 360 feedback together.
In simple terms, this is a process in which an employee is scored against certain attributes by themselves and a group of respondents (i.e., from the peer group, from the reporting community, to whom the employee reports to, internal customers (other functions), and external customers).
There is no specific limit on conducting 360-degree feedback collection. However, considering the huge effort and cost required, it is better to follow 'once a year' feedback.
To start with, you may need to adopt a standard 360-degree feedback system (there are numerous tools available today) or prepare the toolkit yourself - including attributes, scoring method, rating logic, respondent list, and administration plan (manual collection or with the help of software).
Making employees participate in the process without fear is going to be a tough job. However, with proper planning, systematic orientation, and dedication, this is possible.
Wishing you the very best.
From India, Bangalore
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In simple terms, this is a process in which an employee is scored against certain attributes by themselves and a group of respondents (i.e., from the peer group, from the reporting community, to whom the employee reports to, internal customers (other functions), and external customers).
There is no specific limit on conducting 360-degree feedback collection. However, considering the huge effort and cost required, it is better to follow 'once a year' feedback.
To start with, you may need to adopt a standard 360-degree feedback system (there are numerous tools available today) or prepare the toolkit yourself - including attributes, scoring method, rating logic, respondent list, and administration plan (manual collection or with the help of software).
Making employees participate in the process without fear is going to be a tough job. However, with proper planning, systematic orientation, and dedication, this is possible.
Wishing you the very best.
From India, Bangalore
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