360 Degree Appraisal

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Information about 360 Degree Appraisal
Education

Published on November 12, 2010

Author: anujet019

Source: authorstream.com

3600 Appraisal : 3600 Appraisal Presented By: Anuj Prakash Gautam MBA-3rd Semester -: Contents :- : -: Contents :- What is Performance Appraisal ? Various Methods of Performance Appraisal. Introduction to 3600 Appraisal. What are 3600 Measures ? Background. The Concept and the Participants. Advantages & Disadvantages. 5 things to consider before you start 360 degree appraisal. Companies Using 3600 Appraisal. What is Performance Appraisal ? : What is Performance Appraisal ? Performance Appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee. Its Objectives:- To judge the gap between the actual and the desired performance. To help the management in exercising organizational control. To diagnose the strengths and weaknesses of the individuals. To provide feedback to the employees regarding their past performance. Methods of PerformanceAppraisal : Methods of PerformanceAppraisal Management by Objectives (MBO) 360-Degree Appraisal Behavioral Observation Scale Behaviorally Anchored Rating Scale (BARS) Introduction to3600 Appraisal : Introduction to3600 Appraisal 360 - Degree Appraisal is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. What are 3600 Measures ? : What are 3600 Measures ? 360 degree measures behaviors and competencies. 360 degree addresses skills such as listening, planning, and goal-setting. 360 degree focuses on subjective areas such as teamwork character, and leadership effectiveness. 360 degree provides feedback on how others perceive an employee. Background : Background 360-degree methods have roots as early as the 1940s, however, there is some disagreement regarding the exact genesis of the technique. Despite these disagreements, one point that most scholars can agree on is 360-degree performance appraisal has historical roots within a military context. During the 1950s and 1960s this trend continued in the United States within the Military service academies. At the United States Naval Academy at Annapolis, the midshipmen used a multi-source process called “peer grease” to evaluate the leadership skills of their classmates. In the corporate world during the 1960s and 1970s, organizations like Bank of America, United Airlines, Bell Labs, Disney, Federal Express, Nestle, and RCA experimented with multi-source feedback in a variety of measurement situations. The Concept : The Concept Participants : Participants Superiors Subordinates Peers/Colleagues Direct Reports Customers Self Advantages : Advantages Disadvantages : Disadvantages It is the most costly and time consuming type of appraisal. These programs tend to be somewhat shocking to managers at first. The problems may arise with subordinate assessments. The organization implementing this type of performance appraisal must clearly define the mission and the scope of the appraisal. Organizations must consider other issues like safeguarding the process from unintentional respondent rating errors. 5 things to consider before you start 360 degree appraisal. : 5 things to consider before you start 360 degree appraisal. 1. Purpose- clarify why and what. communicate to everyone. 2. Culture – are you ready? Do you have a mature enough team dynamic? Are you open enough? Those involved need to feel comfortable & supported. 3. Timing of introduction – also link with the planning cycle. 4. Roll out – champion? How to generate buy-in? Involve everyone early. 5. Confidentiality for appraisees and raters–non-attributable. Companies using 3600 Performance Appraisals. : Companies using 3600 Performance Appraisals. Any Questions ??? : Any Questions ??? Thank You

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