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360 DEGREE APPRAISAL<br />Presented By:<br />AneelAhmed Khan<br />Syed Shakil Hashmi<br />

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WHAT IS 360 DEGREE APPRAISAL?<br /><ul><li>360-degree Appraisal is an assessment process used to improve managerial effectiveness by providing the manager with a more complete assessment of their effectiveness, and their performance and development needs.</li></li></ul><li>WHAT THE PROCESS INVOLVES<br />Obtaining feedback from the manager's key contacts.<br />These would normally include:<br /><ul><li>The Manager (him/herself)

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Subordinates (employees who work for the manager)

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Peers (fellow managers)

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Managers (senior management)

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Customers

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Suppliers </li></li></ul><li>HOW DOES 360 DEGREE HELP ?<br /><ul><li> Regular discussion of performance

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Identification of strengths for career development

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Identification of weaknesses for training

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Salary recommendations

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A well designed performance appraisal system is associated with increased profitability</li></li></ul><li>HOW IS FEEDBACK OBTAINED?<br /><ul><li>By using a questionnaire which asks participants to rate the individual according to observed behaviors - usually managerial or business-specific competencies.

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This process will not suit all companies. One should assess how well it would fit with the current culture before launching a scheme and a pilot scheme is worth building into the program.</li></li></ul><li>SUGGESTIONS FOR AN EFFECTIVE 360 DEGREE APPRAISAL<br /><ul><li>Anonymous feedback

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Manager involvement

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Prevent gaming

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Statistical techniques

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Avoid and reduce biases</li></li></ul><li>TRAINING APPRAISERS<br />Train appraisers to eliminate rater error<br /><ul><li>Error of central tendency

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Leniency or strictness error

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Recency error

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Contrast error

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Similar to me error</li></li></ul><li>PERFORMANCE APPRAISAL METHODS<br /><ul><li>Trait Methods</li></ul>Graphic rating scales<br />Mixed standard scales<br />Forced choice method<br />Essay method<br />

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PERFORMANCE APPRAISAL METHODS<br /><ul><li>Behavioral Method:</li></ul>Critical incidents method<br />Behavioral checklist method<br />Behavioral anchored rating scales (BARS)<br />Behavioral observation scale (BOS)<br /><ul><li>Result Method:

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Productivity measure

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MBO</li></li></ul><li>CONDUCTING THE APPRAISAL INTERVIEW<br /><ul><li>Ask for self assessment

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Invite participation

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Express appreciation

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Minimize criticism

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Change behavior, not the person

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Focus on solving problems

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Be supportive

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Establish goals

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Follow up day-to-day</li></li></ul><li>

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Thank you<br />