360 Degree Appraisal

Human Resources » Performance Management

	Message From: poojasharma	Total Posts: 36	Join Date: 14/08/2006
Rank: Executive	Post Date: 06/12/2006 05:52:37	Points: 180	Location: United States

I am in process of implementing 360 Degree appraisal in my organization. i have consulted many books, article on the same. I want to incorporate three types of questionnaire in this evaluation system.

I mean that one individual will have to fill three types of questionnnaire wherein one will be for his/ her superior, second for subordinate and third for pear. All these questionnaires will have different parameters. Like if is suppose to evaluate his boss then the questionnaire for boss will have parameters different than the parameters mentioned in the questionnaire of pears and subordinate.

please present your views on the same. and let me know if any other option is available. also forward me some sample questionnaires if possible.

Thanks in advance
pooja sharma

	Message From: penelope.br	Total Posts: 16	Join Date: 14/08/2006
Rank: Executive	Post Date: 07/12/2006 01:09:39	Points: 80	Location: United States

Dear Pooja,

Do not go by fads. If you want to use it for appraisal ie for reward and promotion and/or punishment the 360 degree has been a big failure.If you want to use it only for developmental program it may work.

	Message From: siddharth	Total Posts: 21	Join Date: 14/08/2006
Rank: Executive	Post Date: 07/12/2006 01:13:15	Points: 105	Location: United States

It is nice to know that you are implementing the 360 Degree Appraisal, but let me tell you that it has its own shortcomings. First it cannot be used for all, ie, it can be used for manager and above level. Weightages have to be given to the ratings, maximum weightage to be given to the superior appraisal if the superior is in direct contact with the appraisee, weightage factor for the different appraisors has to be decided. In your mail, you have failed to mention the Self Appraisal form to be filled by the appraisees which is
also an important dimension of the same.

Hope this was of some help to you.

Regards

siddharth

	Message From: kashmeera	Total Posts: 18	Join Date: 14/08/2006
Rank: Executive	Post Date: 07/12/2006 01:17:53	Points: 90	Location: United States

Dear pooja,

It indeed is a pleasure to learn that you are in the process of implementing 360 degrees appraisals at your organization.

It is very powerfull yet a very sensitive tool. I know several organizations where it is being used successfully as a development tool.

The process begins with sensitizing the organization with the system and how it would benefit the person and the organization as a whole.

The competencies for each role/person/job to be assessed need to be clear to the person as well as the appraiser. Normally each person who is participating will be appraisee and appraiser.

I do not think that the questionnaires ( and the rating scales) could be different. Only the competencies for assessment could be different for different positions/roles.

There are some very good web based systems available which can be customized and the reports generated very quickly.

Its what you ( Individual) do with the report which is of Prime Importance. The HR dept. will need to have some one( trained outsider/consultant) provide feedback to the individual and help prepare an action plan/ development plan. Periodic reviews would need to be built into this system so that improvement could be tracked and rewarded.

Regards
Kash

	Message From: P.V.Vasanthakumar	Total Posts: 3	Join Date: 14/08/2006
Rank: Beginner	Post Date: 10/09/2009 14:00:34	Points: 15	Location: United States