Hi friends!
I am interested in learning about what challenges are faced by CHROs and CEOs in rolling out 360 surveys and assessment projects. If you have conducted a 360-degree survey or assessment activity in your organization, please share your experience:
1. What was the objective of the activity?
2. What challenges were faced in the design, implementation, and follow-up stages?
3. What did you do to overcome those challenges?
Looking forward to sharing experiences.
Warm regards,
From India, Hyderabad
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11I am interested in learning about what challenges are faced by CHROs and CEOs in rolling out 360 surveys and assessment projects. If you have conducted a 360-degree survey or assessment activity in your organization, please share your experience:
1. What was the objective of the activity?
2. What challenges were faced in the design, implementation, and follow-up stages?
3. What did you do to overcome those challenges?
Looking forward to sharing experiences.
Warm regards,
From India, Hyderabad
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Dear Mr. Vijai Pandey,
Well, gentleman, you want others to be magnanimous and share their experience with you. Noble thoughts indeed. Nevertheless, the information that you expect others to share is not easy to come by. In India, people are absolutely wary of sharing even an inch of information or experience.
I conduct training programs on Contract Management, Supply Chain Management (SCM), etc. In my pre-training activities when I send out the questionnaire, I find that my clients hold back. This is the situation when dealing with a service provider like me who offers training services. Why would people open their hearts to an unknown person like you? If you do receive replies, then it is your great luck.
This is your 125th post. Have you shared any experiences from your side about psychometric tests? You uploaded your first post on 06-Oct-2006, and since then, most of the time, you have used this forum to promote your business. Citehr is a community, and any community develops on a give-and-take basis. May I know what you have done to develop this community?
My comments may sound ungenerous or uncharitable. Nevertheless, the severity of my straightforwardness stems from observing the service providers who use this forum solely for business promotion and nothing else. Perhaps a question may arise in your mind about what I have done to share information. Occasionally, I have shared experiences, but more than that, let me specify that this is my 5,950th post, and about 90% of my replies are pieces of advice for the needy members of this forum. If you wish, you may check for evidence.
Thanks,
Dinesh Divekar
From India, Bangalore
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Well, gentleman, you want others to be magnanimous and share their experience with you. Noble thoughts indeed. Nevertheless, the information that you expect others to share is not easy to come by. In India, people are absolutely wary of sharing even an inch of information or experience.
I conduct training programs on Contract Management, Supply Chain Management (SCM), etc. In my pre-training activities when I send out the questionnaire, I find that my clients hold back. This is the situation when dealing with a service provider like me who offers training services. Why would people open their hearts to an unknown person like you? If you do receive replies, then it is your great luck.
This is your 125th post. Have you shared any experiences from your side about psychometric tests? You uploaded your first post on 06-Oct-2006, and since then, most of the time, you have used this forum to promote your business. Citehr is a community, and any community develops on a give-and-take basis. May I know what you have done to develop this community?
My comments may sound ungenerous or uncharitable. Nevertheless, the severity of my straightforwardness stems from observing the service providers who use this forum solely for business promotion and nothing else. Perhaps a question may arise in your mind about what I have done to share information. Occasionally, I have shared experiences, but more than that, let me specify that this is my 5,950th post, and about 90% of my replies are pieces of advice for the needy members of this forum. If you wish, you may check for evidence.
Thanks,
Dinesh Divekar
From India, Bangalore
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Share and learn is the basic idea of this forum. I have an expertise in some area and you have in some other area,when we share we grow and learn.
From India, Pune
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From India, Pune
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Dear Mr Vijay Pandey,
I have been active in this forum since the last four years. The experience has been a two way process of learning.
Mr Divekar has raised some valid points. Hope you will come forward with useful tips for the beginners and others who have no previous exposure to 360 degree appraisal. I am sure your gesture will be well received and appreciated.
Taking your questions ‘per se ‘
1.0 The objective is to get a feedback from all around- one’s peers, juniors, customers, suppliers and other stake holders. This sounds good in theory and appears fair, but sometimes people do manage to influence the results in their favour. In such cases BIAS sets in.
2.0 Less of problems in design and implementation while follow up poses challenges.
3.0 Sometimes pressure had to be exerted from top Management to get the feedback.
V.Raghunathan
From India
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I have been active in this forum since the last four years. The experience has been a two way process of learning.
Mr Divekar has raised some valid points. Hope you will come forward with useful tips for the beginners and others who have no previous exposure to 360 degree appraisal. I am sure your gesture will be well received and appreciated.
Taking your questions ‘per se ‘
1.0 The objective is to get a feedback from all around- one’s peers, juniors, customers, suppliers and other stake holders. This sounds good in theory and appears fair, but sometimes people do manage to influence the results in their favour. In such cases BIAS sets in.
2.0 Less of problems in design and implementation while follow up poses challenges.
3.0 Sometimes pressure had to be exerted from top Management to get the feedback.
V.Raghunathan
From India
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Sometimes, this 360-degree feedback program fails due to a lack of unstinted support from top management and is seen to be an HR-driven project. Another reason is that feedback given does not remain fully confidential, and sometimes personal remarks are given, leading to leaks. An anonymous survey may prove more useful.
Thank you.
From India, Pune
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Thank you.
From India, Pune
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Dear Vijay,
Dinesh Divekar and others have raised valid questions and provided you with some information. I will pose a couple of questions before offering some unsolicited advice, drawing on my experience as an ex-academic.
Could you kindly inform us why you are interested and how you intend to utilize the information provided? For instance, if I were preparing a paper for an academic journal, I might request such information as part of my research. Alternatively, if I were considering implementing a 360-degree feedback system, I would clearly specify this intention and seek assistance by elaborating on the organization's activities and strengths.
If it pertains to the former scenario, I would explicitly outline the objectives and then explain how it would benefit the respondents (e.g., assuring them of confidentiality and providing them with a copy of my findings). Such clarity would enhance the response rate.
From United Kingdom
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Dinesh Divekar and others have raised valid questions and provided you with some information. I will pose a couple of questions before offering some unsolicited advice, drawing on my experience as an ex-academic.
Could you kindly inform us why you are interested and how you intend to utilize the information provided? For instance, if I were preparing a paper for an academic journal, I might request such information as part of my research. Alternatively, if I were considering implementing a 360-degree feedback system, I would clearly specify this intention and seek assistance by elaborating on the organization's activities and strengths.
If it pertains to the former scenario, I would explicitly outline the objectives and then explain how it would benefit the respondents (e.g., assuring them of confidentiality and providing them with a copy of my findings). Such clarity would enhance the response rate.
From United Kingdom
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I would second the comments of my fellow contributors here.
You say you "are looking forward to the experience sharing", but as Dinesh has pointed out, you appear not to share anything with us. Sadly, this is a failing of a number of our members. Many are asking for (at times demanding) information but give nothing in return, and not even saying please or thank you!
You could start the ball rolling by telling us about YOUR EXPERIENCES with 360-degree performance appraisal and let the discussion develop from there.
Now, I have to say that I have no direct experience of this. However, anecdotal evidence of this type of evaluation from my friends has not been complimentary.
There is plenty for you to read on the web about the challenges. You might start there, formulate some ideas of your own to share, then come back to us for further discussion.
I am sure there is also plenty to read in the CiteHR archives. Just use the Search box at the top of the page.
[Google Search Link for Challenges of 360 Degree Performance Appraisal](https://www.google.com.au/search?q=challenges+of+360+degree+performance+appr aisal&rlz=1C1ASUT_enAU406AU406&oq=cha&aqs=chrome.0 .69i59j69i65l3j69i57j69i60.2775j0j7&sourceid=chrom e&ie=UTF-8)
From Australia, Melbourne
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You say you "are looking forward to the experience sharing", but as Dinesh has pointed out, you appear not to share anything with us. Sadly, this is a failing of a number of our members. Many are asking for (at times demanding) information but give nothing in return, and not even saying please or thank you!
You could start the ball rolling by telling us about YOUR EXPERIENCES with 360-degree performance appraisal and let the discussion develop from there.
Now, I have to say that I have no direct experience of this. However, anecdotal evidence of this type of evaluation from my friends has not been complimentary.
There is plenty for you to read on the web about the challenges. You might start there, formulate some ideas of your own to share, then come back to us for further discussion.
I am sure there is also plenty to read in the CiteHR archives. Just use the Search box at the top of the page.
[Google Search Link for Challenges of 360 Degree Performance Appraisal](https://www.google.com.au/search?q=challenges+of+360+degree+performance+appr aisal&rlz=1C1ASUT_enAU406AU406&oq=cha&aqs=chrome.0 .69i59j69i65l3j69i57j69i60.2775j0j7&sourceid=chrom e&ie=UTF-8)
From Australia, Melbourne
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Mr. Divekar,
Just have a look at the files I have uploaded and the comments I made. Yes, I am not a very active member, but I do not think less participation deserves derogatory comments like this. I prefer not to reply to your wild allegations.
Contrary to your experience, my experience with my clients and the communities I am part of has been very good. My clients share even their most confidential information with me, and my posts on groups are answered.
From India, Hyderabad
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Just have a look at the files I have uploaded and the comments I made. Yes, I am not a very active member, but I do not think less participation deserves derogatory comments like this. I prefer not to reply to your wild allegations.
Contrary to your experience, my experience with my clients and the communities I am part of has been very good. My clients share even their most confidential information with me, and my posts on groups are answered.
From India, Hyderabad
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Thank you, Mr. Ragunathan! This is all I expected. I asked a few simple questions, and people can choose not to respond to that, but unnecessary comments about my low participation show the mentality of commentators.
From India, Hyderabad
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From India, Hyderabad
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Hi John!
You mentioned that I did not share anything in this group. Let's see. Just search for 'Competency Mapping' related files in this group. The most downloaded file is named 'vCompetencyMapping.ppt'. This file was created by me (the 'v' in the file name stands for Vijai). I still have the original file in my system. This file has been renamed and shared by hundreds of people on hundreds of forums without any attribution to me. However, I never complained because, for me, sharing is not about expecting something in return.
Some people take pride in posting 10,000 pieces of content in a year, but I do not do that. I post very infrequently, but every single post of mine directly addresses the issue at hand. It is easy to point fingers and follow the herd mentality, but I refuse to be part of this game.
Regards,
From India, Hyderabad
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You mentioned that I did not share anything in this group. Let's see. Just search for 'Competency Mapping' related files in this group. The most downloaded file is named 'vCompetencyMapping.ppt'. This file was created by me (the 'v' in the file name stands for Vijai). I still have the original file in my system. This file has been renamed and shared by hundreds of people on hundreds of forums without any attribution to me. However, I never complained because, for me, sharing is not about expecting something in return.
Some people take pride in posting 10,000 pieces of content in a year, but I do not do that. I post very infrequently, but every single post of mine directly addresses the issue at hand. It is easy to point fingers and follow the herd mentality, but I refuse to be part of this game.
Regards,
From India, Hyderabad
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