Download - 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