Dear seniors
I have a question regarding "Performance appraisal" actually we say 360 degrees ... performance appraisal so my question is why do we use 'Degrees' ,can we have 90,180,270 degrees performance appraisal??
Can you please clear my doubt?
regards,
parimala(mba-hr).
From India, Hyderabad
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I have a question regarding "Performance appraisal" actually we say 360 degrees ... performance appraisal so my question is why do we use 'Degrees' ,can we have 90,180,270 degrees performance appraisal??
Can you please clear my doubt?
regards,
parimala(mba-hr).
From India, Hyderabad
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Dear Parimala
Have you read any article on 360 degree appraisal?
What is 360 degree? It is a circle
An appraisal when made by
1. Self
2. Boss Immediate reporting officer and the departmental head
3.User departments or customers
4.Peers across in the same department and other departments as well
then it is called 360 degree appraisal. This is elementary explanation to 360 degree appraisal. Please read more articles in this site itself on this subject
Best wishes
Siva
From India, Chennai
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412Have you read any article on 360 degree appraisal?
What is 360 degree? It is a circle
An appraisal when made by
1. Self
2. Boss Immediate reporting officer and the departmental head
3.User departments or customers
4.Peers across in the same department and other departments as well
then it is called 360 degree appraisal. This is elementary explanation to 360 degree appraisal. Please read more articles in this site itself on this subject
Best wishes
Siva
From India, Chennai
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Hi Parimala,
That's an innocent question to ask. When you are in HR, you can sometimes be bombarded with the ever-evolving terminologies and the processes associated with them. Keeping updated with them is a task on its own. For example, there was Recruitment only then came Recruitment and selection, then came recruitment and placements, then came Hiring processes, then they substituted all that for Talent acquisition, which is the operating terminology now. It really doesn't matter, as you can always be curious and keep doing the necessary research by asking yourself how they came to form/exist in the first place.
Siva has answered your initial query on why it's called so and what is the process. Staying curious further, you might find asking yourself the basic questions that may lead to additional revelations like....
Primarily at the base of any appraisal process is who? Employee and Organization. An employee's primary relationship to his organization is through his work contract. The work contract's relationship to the organization is the role. The role's relationship to the organization is the job profile + competencies. The job profile + competency's relationship to the organization is the Department and its goals. The Department goals' relationship to the organization is Business or Organization goals.
Now as you see, I don't need to go any further. You being an MBA can make sense of those words. Can you not? So, Appraisal Processes generally attempt to first establish the relationship of the role to the organization. And as you realize, it has many relationships that allow you to measure or come up with a framework to assess an employee's performance against organizational goals.
Simply put, 360 Feedback/Appraisal processes (is just one out of many) which attempts to capture the working relationship of an employee in his job/work role and the other roles connected to him - bottom up, up-down, side-ways, laterally, and externally. The real challenge is when you have employees connected to task teams. That's not your headache now.
Hope that rests all your doubts about the Appraisal Systems in HR, including why they call it 360.
Best wishes,
Erstine
From India, Aurangabad
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That's an innocent question to ask. When you are in HR, you can sometimes be bombarded with the ever-evolving terminologies and the processes associated with them. Keeping updated with them is a task on its own. For example, there was Recruitment only then came Recruitment and selection, then came recruitment and placements, then came Hiring processes, then they substituted all that for Talent acquisition, which is the operating terminology now. It really doesn't matter, as you can always be curious and keep doing the necessary research by asking yourself how they came to form/exist in the first place.
Siva has answered your initial query on why it's called so and what is the process. Staying curious further, you might find asking yourself the basic questions that may lead to additional revelations like....
Primarily at the base of any appraisal process is who? Employee and Organization. An employee's primary relationship to his organization is through his work contract. The work contract's relationship to the organization is the role. The role's relationship to the organization is the job profile + competencies. The job profile + competency's relationship to the organization is the Department and its goals. The Department goals' relationship to the organization is Business or Organization goals.
Now as you see, I don't need to go any further. You being an MBA can make sense of those words. Can you not? So, Appraisal Processes generally attempt to first establish the relationship of the role to the organization. And as you realize, it has many relationships that allow you to measure or come up with a framework to assess an employee's performance against organizational goals.
Simply put, 360 Feedback/Appraisal processes (is just one out of many) which attempts to capture the working relationship of an employee in his job/work role and the other roles connected to him - bottom up, up-down, side-ways, laterally, and externally. The real challenge is when you have employees connected to task teams. That's not your headache now.
Hope that rests all your doubts about the Appraisal Systems in HR, including why they call it 360.
Best wishes,
Erstine
From India, Aurangabad
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