http://www.surveyconnect.com/pdf/TDM_hot_seat.pdf

360-Degree HR Feedback

Dear Fellow,

As you know the term 360-degree feedback comes from an analogy to a compass. The HR -360 Degree

appraisal provides us the information on our work performance from multiple points of reference, not

just one, allowing you to understand how we are viewed from a variety of perspectives. By using a

confidential process to collect information from subordinates, Managers, direct reports (if applicable)

and peers, we receive information that is more informative than traditional, one-source methods. We

are conducting the 360 Degree HR appraisal for HR department & your feedback will help us to achieve

our outcomes.

Purpose of 360 –Degree for HR DepartmentThis HR 360-Degree appraisal can serve to:

Enhance employee’s competitive performance for HR roles. Enhance employee’s critical competencies in their key job areas.

Help us to Identify the gap , provide solutions & meeting sessions to be conducted to remove

such gaps.

Facilitate employee’s professional development & planning with in HR department.

Facilitate employees with learning & growing opportunities and increase their contribution in

the workplace.

Helps us to determine specific skills and behaviors that represent employee strengths.

Encourages teamwork within HR department.

Develop an awareness of employee’s perceived behavior within the workplace.

Feedback Methodology

One generally stated outcome of a 360-degree feedback process is to improve the behavior of an

employee within selected competencies in order to move both the employee & the organization

towards success. Employee 360-degree results should be obtained from an already discussed /approved

questionnaire consisted of 40 questions which was prepared targeting the related audience on a set of

different competencies. At the end each employee will be presented his/her 360 –Degree competency

ratings/appraisal results which helps us to measure specific behaviors and competencies associated with

job performance & success also helps us identify gaps and provide solutions. . On an average 8-12 raters

will appraise each employee. The results should be mentioned against each competency as shown

below.

Competency Self rating

Subordinates rating

Managers rating

Peer rating

Others Total Average

Job knowledge & skills

Efficiency & productivity

Leadership

Communication

Team work

Employee development

Problem solving approach

Attendance

There is a 5 point response scale is used a higher score is a better score.

1=Strongly Disagree 2=Disagree 3=Neutral 4=Agree 5=Strongly Agree

The Total column will show the average of all rater scores.

There will be an overview of the self score as well as the managers, subordinates and peers

scores.

On a 5- point scale, we will consider the scores below than 3.5 are not satisfactory we will find

the GAP in such scores & conduct one on one session to provide employee with few suggestions

& solutions, scores between 3.4-3.8 will be consider as an average scores, scores of 3.9 – 4.2 are

good scores, scores of 4.3 – 4.5 are very good scores and scores of 4.6 and above are

outstanding scores.

References International Journal on Soft Computing ( IJSC ) Vol.3, No.1, February 2012

The 360-degree feedback process De-Brief study Guide by Marcle Levine

360 –The powerful new model for employee assessment & performance improvement by Mark

R Edwards

CCi surveys international

www.360degreefeedback.net/FAQ.asp

www.appraisal-smart.com

At the end I would like to thank you for your time & feedback. It’s really nice & valuable to get

feedback from you. Your feedback would help us to improve our processes & to make our job

better. Aqleem Sherwani

GM & HRBP

360 –DEGREE FEEDBACK RESULTS SHEET

Employee Information:

Name/Designation : EPI #

Department : Human Resources & Admin

Mean Scores by Competency Level:

Competencies Self rating Subordinates rating

Managers rating

Peer rating

Others Total Average

Job knowledge & skills

Efficiency & productivity

Leadership

Communication

Team work

Employee development

Problem solving approach

Attendance

What we get :

         Identify better development paths. With the insights participants gain & we provide the right opportunities for employees. d

         Involved every stakeholder. From peers to customers, aggregate multiple ratings paint the entire picture.

         Recognized gaps in skills and competencies. Identify areas for improvement and development.

         Write better reviews. Help us to create concise, meaningful assessments about our employees