Performance appraisal-

180,360,540 & 720 degree

methods

PERFORMANCE APPRAISAL SYSYTEM

• Performance appraisal is the methodology by virtue of which an individual employee is

apprised of his/her strong points & weaknesses, with respect to the job under taken,

with a view to strengthen the strong points & eradicate the weaknesses, in order of

priority, so that both individual employee & the organization work in conjunction

with each other towards organizational effectiveness.

• 180˚ Appraisal:- extends the traditional appraisal process to make the feedback

process two-way. Feedback from team members can be provided to their line

manager on a one-to-one basis during the individual’s appraisal discussion, or it

can be collated and presented as group feedback from all team members.

• 360˚ Appraisal:- involves capturing feedback about an individual from a range

of people (respondents) including his or her line manager, colleagues and direct

reports. The data is then compared with the individual’s own assessment of

their performance.

180 Appraisal0

540˚:- The Range Of Feedback On The Performance Of An Employee Is

Generated From The Stakeholders - Superiors, Subordinates. Peers, Internal

And External Customers, Clients Or Suppliers Is Known As 540 Degree

Feedback Or Appraisal.

• 720˚:- 720 degree as the name suggests is 360 degree twice , It provide for

two round of feedback (a pre and post ) or a feedback approach.

• Believe in One to One Manager Interaction

• Rating Method is used.

• Rating will be given by manager and by employee.

• It will be done once a year.

• Final appraisal of an employee will be decided by HR.

• Employee Performance Review Form will be given to individualemployees. Client appreciation mail or any other attachment canbe added.

• If not satisfied, then again one to one interaction will be donewith HR and Manger.

• Final payroll will be decided in the next month.

RATING DESCRIPTION RATINGRATING VIEW

Significantly exceeds

performance requirements 5 Very Strong

Exceeds performance

requirements 4 Strong

Meets performance

requirements 3Neither a Strength nor a

Development need

Marginally meets performance

requirements 2 Some Improvement Needed

Unacceptable performance 1 Major Improvement Needed

• “Management by Objective” and “Rating Scale Method” are the methods which areused in Performance Management System.

• Online system of EMS (evaluation measurement system) portal is created.

• 3 Participant will be there in EMS. I.e. Employee, Manager and Senior Manager.

• EMS will be done once in a year and reviewed quarterly.

• EMS verticals are defined as-

1. Leadership

2. Team Work and Pipeline

3. Quality

4. Cost.

General electric

• EMS Form will be proceed to Manger and it has to be approved. Manger has the

right to comment on employee strength, Weakness, Productivity and Goals, but no

discussion with the employee.

• in the whole scenario, Employees cannot see the manger comment and then, EMS

Form will revert to Senior manger for approve.

• After whole process, Senior Manger will release the EMS Form Portal to access for

employees. In this, Rating will be given to the employees w.r.t to all 5 verticals. And

by putting formula, overall rating is given to the employee.

• If satisfied or not, discussion will be there. Feedback and Comments will be given

by immediate manger. It will be kind of one and half an hour discussion.

• In the month of April, Salary will be incremented.

Big Bazaar conducts the performance appraisal in the month of April annually.

Based on their performance, increments will be given in their pay.

If an employee achieves or exceeds the target given along with their team will be

provided with attractive cash and incentives.

Future group has its own training division for all its employee named as- Future

Learning and Development Limited. Employees will be given 20 days of training.

360 Degree appraisal method is used for low level employees, not for managers or

high level employees.

• THANK YOU