Dear Colleagues,

On account of we observing 'Performance Appraisal' as our theme of this week, let me initiate with the first posting from my side.

We often come across queries on the procedure for implementing 360 degree appraisal system, the pros and cons of the same and the industries who have been successful in implementing and practising the same in their organizations.

Between all these conquering the backdoors of our minds, how wud it solve our purpose to have a checklist for a self-directed 360 degree appraisal.  What exactly is a self - directed 360 degree appraisal. The standard 360 degree appraisal has had its own loopholes wherein individual behavior perceptions often were ignored or misinterpreted and then came the concept of self-directed 360 degree appraisal. Lets have a glance at the article below...

Looking Inwards

An HR manager’s checklist for self-directed 360-degree appraisal.

Organisations, which continue with traditional appraisal systems lose out on effective development of human resources. The 360-degree appraisal has been a popular tool of performance management. However, all organisations did not jump onto the bandwagon. Serious concerns regarding the interpretations of the results and its utility seem to be the reasons behind the reluctance of many organisations to implement it. Besides, the standard 360-degree appraisal does not provide real time explanations and clarifications. Perceptions could therefore be misinterpreted or ignored.

Self-directed 360-degree appraisal seems to be the answer as it combines the benefits of the standard 360-degree with that of a face-to-face feedback process. It gives the employee an opportunity to ask questions, and listen to the feedback on a one-on-one basis. This kind of self-directed assessment gives room for innovation, wherein an employee’s specific role and goals can be assayed. The initiative is from the employee and not the employer and an HR manager can set the process in motion.

Steps

1. Open mind: Vision, courage and commitment are fundamental requirements for self-directed 360-degree appraisal. The recipient needs a clear vision of his objectives, the courage to face the truth and a commitment to implement the suggestions.

Though it is not palatable to listen to one’s drawbacks, employees need to be objective and open-minded about criticism. Self-assessment vis-à-vis appraisals by others serves a singular purpose – personal enhancement.

2. Self-evaluation: Employees must list competencies that need attention. This act not only helps to prioritise, but also sends a message to feedback providers about the individual’s openness to hearing and discussing criticism.

For rest of the article, follow this link http://www.themanagementor.com/kuniverse/kmailers_universe/hr_kmailers/perf_lookinginwards.htm

Anyone to take this forward with their views and comments..

Regards,

CHRM

"Think Human Resource, think CHRM..