360degreeappraisal-111104021629-phpapp02

7/31/2019 360degreeappraisal-111104021629-phpapp02

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360 DEGREEAPPRAISAL

submitted by Avinash


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PERFORMANCE

The accomplishment of a given taskmeasured against preset known standardsof accuracy, completeness, cost, and speed. In

a contract performance is deemed to be the fulfillment of

an obligation, in a manner that releases the

performer from all liabilities under the contract.


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APPRAISAL

1. It is an

Impartial analysis and evaluation conducted according to established criteria to determine the

acceptability, merit, or worthof an item


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PERFORMANCE APPRAISAL

Performance appraisal is the process ofsystematically evaluating the performance andproviding the feedback.

OR

Performance appraisal is the system of

reviewing and evaluating of an individuals orthe teams performance.


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OR Performance appraisal may be defined as an

integrative process involving, evaluation ofemployees competence, contributions,

improvements, opportunities,and potential forfuture growth with organizational objective


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OBJECTIVE

1. Increased motivation to perform effectively

2. Increased self-esteem of employees

3. Better clarity and definition of job fyunctionsand responsibility

4.Valuable communication developed amongappraisal participants

5.Reward distributed on fair and credible basis 6. Improve manpower planning


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WHY PERFORMANCEAPPRAISAL

1. For development decisions

A* personal development

B* development of skills

C* self analysis

D* self development planning


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2. Administrative decisions

A* personal decisions

B* removal of deficiencies in performance

C* Job redesign


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METHOD OF PERFORMANCE

APPRAISAL

A* PAST ORIENTED

1. Essay appraisal

2. Graphic rating scale appraisal 3. field review appraisal

4. Forced-choice rating appraisal

5. Critical incident appraisal 6.Work standard approach

7. Ranking method appraisal


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B* FUTURE ORIENTED

1. Management by objectives appraisal

2.Assessment centres

3.Behaviourally anchored rating scale

4.360-degree appraisal

5.Balanced scorecard.


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360-Degree Appraisal

360-degree feedback, also known as multi-rater feedback, or multisource assessment,it is feedback that comes from all around an

employee. Feedback is provided bysubordinates, peers, and supervisors. It alsoincludes a self-assessment and, in somecases, feedback from external sources such

as customers and suppliers or other interestedstakeholders


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What is 360 feedback?

Behavioural: A tool which gives you insightinto the way others perceive you as a leader-manager, based on your behaviours

Multidimensional: Opinions are gatheredfrom you, your manager, your peers and yourstaff

Developmental: A critical supplement to

goal-based performance assessment forleader-managers


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Companies practicing 360degree

1.wipro

2.infosys

3.Reliance industries

4maruti

5 HCL


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History

The German Military first began gatheringfeedback from multiple sources in order toevaluate performance during World War II .


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Merits

1. excellent employee development tool

2. Accurate and reliable

4. More objective being multi-rater system


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A more balanced view of individual performance - everyonewho interacts with you

Powerful - more likely to prompt behaviour change, wherearequired

Reveals unique information not captured through day to dayinteractions (reflection)

Source ofrelInformative - tells you what other people

want from you Development focused - a self directed learning tool

reiable feedback for managers


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Demerits

Time consuming and coastly

Sensitive to organization

May damage self-esteem of employees if the

feedback is brutal

Difficult to implement in cross-functional teams

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