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360 degree performance appraisal

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360 degree performance appraisal

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In this file, you can ref useful information about 360 degree performance appraisal such as 360 degree performance appraisal methods, 360 degree performance appraisal tips, 360 degree performance appraisal forms, 360 degree performance appraisal phrases … If you need more assistant for 360 degree performance appraisal, please leave your comment at the end of file.

In this file, you can ref useful information about 360 degree performance appraisal such as 360 degree performance appraisal methods, 360 degree performance appraisal tips, 360 degree performance appraisal forms, 360 degree performance appraisal phrases … If you need more assistant for 360 degree performance appraisal, please leave your comment at the end of file.

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360 degree performance appraisal

  1. 1. 360 degree performance appraisal In this file, you can ref useful information about 360 degree performance appraisal such as 360 degree performance appraisal methods, 360 degree performance appraisal tips, 360 degree performance appraisal forms, 360 degree performance appraisal phrases … If you need more assistant for 360 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 360 degree performance appraisal ================== Businesses use the 360 degree feedback performance appraisal process to evaluate the individual managers. This comprehensive performance appraisal system provides feedback on a manager’s performance collected from a variety of people with whom he interacts regularly. Sources of feedback include the manager’s direct supervisor, peers, customers, vendors and a self- assessment. Significance Because feedback comes from all areas in which a manager interacts, the results are more reliable. When the same feedback come from several people and departments, it becomes difficult to ignore. In addition the process requires anonymity on the part of evaluators; this encourages them to answer honesty without fear of negative repercussions. Criteria Survey questions should assess the manager’s knowledge, skills and behavior. The knowledge assessment determines how well the manager knows the job, company and industry as a whole. In the skills assessment portion, evaluators rate how efficiently the manager completes tasks as well as the quality and effectiveness of the result. The behavior assessment covers interpersonal skills, communication effectiveness, attitude toward others, time management skills and organization. In other words, it evaluates how well the manager handles a dynamic work environment—his behavior patterns and attitude management, but not personality traits. Benefits
  2. 2. The 360 degree feedback process collects data from multiple perspectives rather than just the direct supervisor as with traditional methods. The process is customer focused and defines customers as outside the company and internal, such as a person in another department with whom the manager interacts frequently. When implemented properly, the process delivers direct, honest feedback to the manager. By reviewing the perceptions of others, he can see more clearly the effect his behaviors and attitudes have on others. Considerations Employees must accept the feedback process as fair and accurate for it to work properly and successfully. The process should fit into the organizational culture; it works best for businesses where employees regularly collaborate or work in teams. Survey questions should focus on relevant job performance criteria. To encourage employee acceptance, organizations should run an informational campaign emphasizing the benefits, fairness and accuracy of the system. Warning Businesses willing to implement this comprehensive method of assessment should be willing to spend the time and effort necessary to train each anonymous evaluator in the process as well as correct and incorrect ways to interpret questions. Failure to properly train feedback providers will most likely result in inaccurate results or a total failure of the process to produce relevant information. In addition, companies should have the swath of evaluators for each manager picked by an outside human resources associate or an outside firm. ================== 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.
  3. 3. 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. 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
  4. 4. 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 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
  5. 5. 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. III. Other topics related to 360 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
  6. 6. • 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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