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180 degree performance appraisal

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180 degree performance appraisal

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In this file, you can ref useful information about 180 degree performance appraisal such as 180 degree performance appraisal rates, small 180 degree performance appraisal

In this file, you can ref useful information about 180 degree performance appraisal such as 180 degree performance appraisal rates, small 180 degree performance appraisal

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180 degree performance appraisal

  1. 1. 180 degree performance appraisal In this file, you can ref useful information about 180 degree performance appraisal such as 180 degree performance appraisal rates, small 180 degree performance appraisal, 180 degree performance appraisal calculator … If you need more assistant for 180 degree performance appraisal, please leave your comment at the end of file. Other useful material for you: • performanceappraisal123.com/1125-free-performance-review-phrases • performanceappraisal123.com/free-28-performance-appraisal-forms • performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal I. Contents of getting 180 degree performance appraisal ================== We have all seen cartoons depicting the owl that can turn his head 180-degrees to the left and 180-degrees to the right. But in reality, an owl can only turn his head 270-degrees — not in a full circle. Full circle or not, it’s still a good range of vision. I’m sure you’re wondering what this has to do with your business. But consider this. An owl lives in a very competitive environment. If he is to be successful in his world, he must constantly be looking for opportunities and threats. He must gather information from all directions to get a complete read on his environment and what he must to do to survive. In business terms, this translates to gathering input on our performance from all points to ensure we are doing the job we want to do. The 360-degree evaluation is a common tool in human resource management. Simply put, it is a mechanism for evaluating someone’s performance based on feedback from everyone with whom the individual comes in contact — supervisors, coworkers, partners, subordinates, the general public. It is a method of collecting input from many sources in an employee’s environment. This can be a powerful tool. Each of wants to know how we’re doing in our work. This method of collecting evaluative input is an excellent source of motivation for employees because it provides a truly honest assessment of how the employee and her performance are viewed by a variety of constituents.
  2. 2. In the more traditional method of performance appraisal, supervisors meet with employees one- to-one to discuss performance. By contrast, the 360-degree method uses confidential input from many people who can truly respond to how an employee performs on the job. The supervisor and employee meet to discuss the feedback received. This type of feedback helps employees see themselves as others see them and allows them to seriously examine their behavior. It can reveal areas in which employees are performing particularly well and those areas in which there is room for improvement. It provides information of which neither the employee nor the supervisor may be aware. Specific input allows employees to adjust their performance. The most challenging aspect of the 360-degree evaluation is the evaluators’ concerns about confidentiality. When implementing this type of evaluation, it’s best to assure other employees that what they share will remain strictly confidential. Likewise, explain to each employee that he will be evaluated by many people, including those who know his work best. Typically, employees will find this methodology to be more fair. When they consider this process as opposed to being evaluated by an individual supervisor who has limited knowledge of what they do, they will begin to see the value in this type of evaluation. They will conclude that the 360-degree feedback is more accurate and equitable than other traditional approaches and puts all employees on a level playing field. This review process is also helpful for the supervisor. It can provide a more accurate assessment of an employee’s performance and help eliminate accusations of favoritism. The 360-degree process provides greater objectivity. And because the feedback is submitted anonymously, it provides a supervisor with the most unbiased and accurate information from which to draw performance conclusions. Most people are not able to see clearly how their performance is either enhancing the work situation for others or detracting from it. This performance evaluation method can help reveal these areas and allow us to improve the way we do our job, thereby creating greater harmony and better productivity in the workplace. The 360-degree evaluation will help employees identify their strengths so they can build on them at the same time it addresses their skill gaps. It is a process that leads to continuous learning, team building, growing self-confidence and improved productivity. Sounds like a winning system, right? It can be, but your organization must be ready to accept the change from the traditional method of employee evaluation. Your formal and informal leaders must buy in to this idea and see the value of its adoption. Some questions you should ask yourself include the following:
  3. 3.  Is your organization committed to continuous learning?  Does your organization see the value of developing leaders in-house?  Are you willing to make the changes necessary to do this?  What is the level of trust in your organization? Will your culture support honest feedback?  Is upper level management willing to lead the way and volunteer for 360-degree evaluation? If you cannot answer “yes” to these and similar questions, then your organization may not be ready for 360-degree evaluations. While this can be a powerful and positive tool when tied to strategic goals and individual development, you might consider doing more research on the subject before implementation. For personalized help exploring business ideas, marketing, finance, management, technology, international trade, workforce development, growing your business or other business issues, contact a Small Business & Technology Development Center near you. Visit our full list of training courses to find an upcoming training seminar. ================== III. Performance appraisal methods 1.Ranking Method The ranking system requires the rater to rank his subordinates on overall performance. This consists in simply putting a man in a rank order. Under this method, the ranking of an employee in a work group is done against that of another employee. The relative position of each employee is tested in terms of his numerical rank. It may also be done by ranking a person on his job performance against another member of the competitive group. Advantages of Ranking Method i. Employees are ranked according to their performance levels. ii. It is easier to rank the best and the worst employee. Limitations of Ranking Method i. The “whole man” is compared with another “whole man” in this method. In practice, it is very difficult to compare individuals possessing various individual traits.
  4. 4. ii. This method speaks only of the position where an employee stands in his group. It does not test anything about how much better or how much worse an employee is when compared to another employee. iii. When a large number of employees are working, ranking of individuals become a difficult issue. iv. There is no systematic procedure for ranking individuals in the organization. The ranking system does not eliminate the possibility of snap judgements. 2. Rating Scale Rating scales consists of several numerical scales representing job related performance criterions such as dependability, initiative, output, attendance, attitude etc. Each scales ranges from excellent to poor. The total numerical scores are computed and final conclusions are derived. Advantages – Adaptability, easy to use, low cost, every type of job can be evaluated, large number of employees covered, no formal training required. Disadvantages – Rater’s biases 3. Checklist method Under this method, checklist of statements of traits of employee in the form of Yes or No based questions is prepared. Here the rater only does the reporting or checking and HR department does the actual evaluation. Advantages – economy, ease of administration, limited training required, standardization. Disadvantages – Raters biases, use of improper weighs by HR, does not allow rater to give relative ratings
  5. 5. 4. Critical Incidents Method The approach is focused on certain critical behaviors of employee that makes all the difference in the performance. Supervisors as and when they occur record such incidents. Advantages – Evaluations are based on actual job behaviors, ratings are supported by descriptions, feedback is easy, reduces recency biases, chances of subordinate improvement are high. Disadvantages – Negative incidents can be prioritized, forgetting incidents, overly close supervision; feedback may be too much and may appear to be punishment. 5. Essay Method In this method the rater writes down the employee description in detail within a number of broad categories like, overall impression of performance, promoteability of employee, existing capabilities and qualifications of performing jobs, strengths and weaknesses and training needs of the employee. Advantage – It is extremely useful in filing information gaps about the employees that often occur in a better-structured checklist. Disadvantages – It its highly dependent upon the writing skills of rater and most of them are not good writers. They may get confused success depends on the memory power of raters. 6. Behaviorally Anchored Rating Scales statements of effective and ineffective behaviors determine the points. They are said to be behaviorally anchored. The rater is supposed to say, which behavior describes the employee performance. Advantages – helps overcome rating errors. Disadvantages – Suffers from distortions inherent in most rating techniques.
  6. 6. III. Other topics related to 180 degree performance appraisal (pdf download) • Top 28 performance appraisal forms • performance appraisal comments • 11 performance appraisal methods • 25 performance appraisal examples • performance appraisal phrases • performance appraisal process • performance appraisal template • performance appraisal system • performance appraisal answers • performance appraisal questions • performance appraisal techniques • performance appraisal format • performance appraisal templates • performance appraisal questionnaire • performance appraisal software • performance appraisal tools • performance appraisal interview • performance appraisal phrases examples • performance appraisal objectives • performance appraisal policy • performance appraisal letter • performance appraisal types • performance appraisal quotes • performance appraisal articles

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