360 degree final ppt


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presentataion on the 360 degree pattern of appraisal.....value for HR students

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  • We have all seen cartoons depicting the owl that can turn his head 180 degrees to the left and 180 degrees to the right. But in reality, an owl can only turn his head 270 degrees — not in a full circle. Full circle or not, it's still a good range of vision. I'm sure you're wondering what this has to do with your business. But consider this. An owl lives in a very competitive environment. If he is to be successful in his world, he must constantly be looking for opportunities and threats. He must gather information from all directions to get a complete read on his environment and what he must to do to survive. In business terms, this translates to gathering input on our performance from all points to ensure we are doing the job we want to do.
  • 360 degree appraisal has four integral components: 1. Self appraisal 2. Superior’s appraisal 3. Subordinate’s appraisal 4. Peer appraisal. Self appraisal gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance. Superior’s appraisal forms the traditional part of the 360 degree performance appraisal where the employees’ responsibilities and actual performance is rated by the superior. Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior’s ability to delegate the work, leadership qualities etc. Also known as internal customers, the correct feedback given by peers can help to find employees’ abilities to work in a team, co-operation and sensitivity towards others. This technique is being effectively used across the globe for performance appraisals. Some of the organizations following it are Wipro, Infosys, and Reliance Industries etc.
  • If you cannot answer "yes" to these and similar questions, then your organization may not be ready for 360-degree evaluations. While this can be a powerful and positive tool when tied to strategic goals and individual development, you might consider doing more research on the subject before implementation
  • 360 degree final ppt

    1. 1. 360 ̊ Appraisal Abhijeet Talapatra 9301
    2. 2. PREVIEW <ul><li>Performance Appraisal System. </li></ul><ul><li>What is 360 ̊ ? </li></ul><ul><li>Process of 360 ̊ Appraisal. </li></ul><ul><li>Advantages and Disadvantages. </li></ul><ul><li>Leading Questions and Suggestions. </li></ul>
    3. 3. Performance Appraisal <ul><li>Performance appraisals are essential for the effective management and evaluation of staff. </li></ul><ul><li>Appraisals help develop individuals, improve organizational performance, and feed into business planning. </li></ul><ul><li>Formal performance appraisals are generally conducted annually for all staff in the organization. </li></ul><ul><li>Staff performance appraisals also establish individual training needs and enable organizational training needs analysis and planning. </li></ul>
    4. 4. Performance Appraisal <ul><li>Reviews each individual's performance against objectives and standards for the trading year, agreed at the previous appraisal meeting. </li></ul><ul><li>Essential for career and succession planning. </li></ul><ul><li>Provide a formal, recorded, regular review of an individual's performance, and a plan for future development. </li></ul><ul><li>Important for staff motivation, attitude and behaviour development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff. </li></ul>
    5. 5. Various Methods Used Performance Appraisal *Straight Ranking Method *Essay Appraisal Method *Paired Comparison Method *Critical Incident Method *Field Review *Checklist Method *Graphic Rating Scale *Forced Distribution *MBO. * 360 ̊ Method . *Assessment Centres. *Behaviourally Anchored. Rating Scale. *Human Resource Accounting. Traditional Methods Modern Methods
    6. 6. What is 360 Degree Appraisal? <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></ul>
    7. 7. What the process involves <ul><li>Obtaining feedback from the manager's key contacts. These would normally include: </li></ul><ul><li>The manager him/herself </li></ul><ul><li>Subordinates (employees who work for </li></ul><ul><li>the manager) </li></ul><ul><li>Peers (fellow managers) </li></ul><ul><li>Managers (senior management) </li></ul><ul><li>Customers </li></ul><ul><li>Suppliers </li></ul>What the process involves
    8. 8. The Process (SELF APPRAISAL)
    9. 9. How to Implement 360 Degree? 360 Degree Feedback Planning Piloting Implementation Feedback Review
    10. 10. <ul><li>How is Feedback obtained? </li></ul>By using a questionnaire which asks participants to rate the individual according to observed behaviors - usually managerial or business-specific competencies. 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 programme
    12. 12. <ul><li>Part A : To be filled by the appraisee before the Interview and sent to Appraiser. </li></ul><ul><li>A1 : Appraissee to fill up his understanding of his duties and responsibilities. </li></ul><ul><li>A2 :Discussion Points:- </li></ul><ul><ul><li>Has the past year been good/bad/satisfactory or otherwise for you, and why? </li></ul></ul><ul><ul><li>What do you consider to be your most important achievements of the past year ? </li></ul></ul>QUESTIONNAIRE DETAILS
    13. 13. <ul><ul><li>What do you like and dislike about working for this organization? </li></ul></ul><ul><ul><li>What elements of your job do you find most difficult? </li></ul></ul><ul><ul><li>What elements of your job interest you the most, and least? </li></ul></ul><ul><ul><li>What do you consider to be your most important tasks in the next year? </li></ul></ul><ul><ul><li>What action could be taken to improve your performance in your current position by you, and your boss? </li></ul></ul><ul><ul><li>What kind of work or job would you like to be doing in one/two/five years time? </li></ul></ul><ul><ul><li>What sort of training/experience would benefit you in the next year? </li></ul></ul>QUESTIONNAIRE DETAILS
    14. 14. <ul><li>A3 : The Appraisee has to list out the objectives he had set out to achieve in the past 12 months (or the period covered by this appraisal) with the measures or standards agreed - against each comment on achievement or otherwise, with reasons where appropriate. Score the performance against each objective (1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent) </li></ul>QUESTIONNAIRE DETAILS
    15. 15. <ul><li>A4 : Appraisee has to score his own own capability or knowledge in the following areas in terms of your current role requirements (1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent). </li></ul><ul><ul><li>commercial judgement </li></ul></ul><ul><ul><li>product/technical knowledge </li></ul></ul><ul><ul><li>time management </li></ul></ul><ul><ul><li>planning, budgeting and forecasting </li></ul></ul><ul><ul><li>reporting and administration </li></ul></ul>QUESTIONNAIRE DETAILS
    16. 16. <ul><ul><li>communication skills </li></ul></ul><ul><ul><li>delegation skills </li></ul></ul><ul><ul><li>IT/equipment/machinery skills </li></ul></ul><ul><ul><li>meeting expectations, deadlines and commitments </li></ul></ul><ul><ul><li>creativity </li></ul></ul><ul><ul><li>problem-solving and decision-making </li></ul></ul><ul><ul><li>team-working and developing/helping others </li></ul></ul><ul><ul><li>energy, determination and work-rate </li></ul></ul><ul><ul><li>steadiness under pressure </li></ul></ul><ul><ul><li>leadership and integrity </li></ul></ul>QUESTIONNAIRE DETAILS
    17. 17. <ul><li>Part B : To be filled by the Appraiser . </li></ul><ul><li>B1 : Describe the purpose of Appraissee’s job. </li></ul><ul><li>B2 : Reviews discussion pts in A2. </li></ul><ul><li>B3 : Reviews Appraisee’s objectives as given in A3. </li></ul><ul><li>B4 : Scores the Appraisee’s knowledge or capability as given in A4. </li></ul><ul><li>B5 : Discusses appraisee’s career direction . </li></ul><ul><li>B6 : Comments on competencies in current role and potential for next role or roles. </li></ul><ul><li>B7 : Comments upon the T & D support required </li></ul>QUESTIONNAIRE DETAILS
    18. 18. What does 360 ̊ measure ? <ul><li>360 degree measures behaviors and competencies. </li></ul><ul><li>360 degree addresses skills such as listening, planning, and goal-setting. </li></ul><ul><li>360 degree focuses on subjective areas such as teamwork, character, and leadership effectiveness. </li></ul><ul><li>360 degree provide feedback on how others perceive an employee. </li></ul>
    20. 20. Advantages .. <ul><li>Method of collecting information from as many sources in an employees environment. </li></ul><ul><li>Honest assessment as viewed by a variety of constituents. </li></ul><ul><li>Confidential input from many people of how an employee fares in his job. </li></ul><ul><li>Helps employees in seeing themselves as others see them. </li></ul><ul><li>It provides information which neither employee nor his/her superior may be aware. </li></ul>
    21. 21. … Advantages <ul><li>Confidentiality an important aspect. </li></ul><ul><li>Employees find this method to be fair. </li></ul><ul><li>Gives an indication of performance enhancing or distracting work situation. </li></ul><ul><li>Allows to improve the system creating greater harmony and overall improvement. </li></ul><ul><li>Help employees identify strenght and address skill gaps. </li></ul><ul><li>Lends to continuous learning , growing self confidence and improved productivity. </li></ul>
    22. 22. Advantages to the Supervisor <ul><li>The system is helpful to the supervisor as : </li></ul><ul><ul><li>Accurate assessment. </li></ul></ul><ul><ul><li>Eliminate accusations of favouritism. </li></ul></ul><ul><ul><li>Provides greater Objectivity. </li></ul></ul>
    23. 23. Why 360 degree Appraisal Programs Fail? …. 360 performance rating system is not a validated or corroborated technique for Performance appraisal . With the increase in the number of raters from one to five (commonly), it become difficult to separate, calculate and eliminate personal biasness and differences. It is often time consuming and difficult to analyze the information gathered. The results can be manipulated by the employees towards their desired ratings with the help of the raters.
    24. 24. … .Why 360 degree Appraisal Programs Fail? The 360 degree appraisal mechanism can have a adversely effect on the motivation and the performance of the employees. 360 degree feedback – as a process requires commitment of top management and the HR, resources(time, financial resources etc), planned implementation and follow up. 360 degree feedback can be adversely affected by the customers perception of the organisation and their incomplete knowledge about the process and the clarity of the process. Often, the process suffers because of the lack of knowledge on the part of the participants or the raters.
    25. 25. Pertinent Questions ??? <ul><li>Is your organization committed to continuous learning? </li></ul><ul><li>Does your organization see the value of developing leaders in-house? </li></ul><ul><li>Are you willing to make the changes necessary to do this? </li></ul><ul><li>What is the level of trust in your organization? Will your culture support honest feedback? </li></ul><ul><li>Is upper level management willing to lead the way and volunteer for 360-degree evaluation? </li></ul>
    26. 26. Training Appraisers <ul><li>Train appraisers to eliminate rater error </li></ul><ul><ul><li>Error of central tendency </li></ul></ul><ul><ul><li>Leniency or strictness error </li></ul></ul><ul><ul><li>Recency error </li></ul></ul><ul><ul><li>Contrast error </li></ul></ul><ul><ul><li>Similar to me error </li></ul></ul>
    27. 27. Effective appraisal programs . . . <ul><li>Comply with the law </li></ul><ul><li>To ensure that the performance appraisal system does not violate principles of fair employment practices: </li></ul><ul><li>- Job related performance standards </li></ul><ul><li>- Provide employees with a written copy of the standards before the appraisal </li></ul><ul><li>- Standards must be based on observable or measurable behaviour </li></ul><ul><li>- Train the raters </li></ul><ul><li>- Provide feedback </li></ul><ul><li>- Implement an appeal system to settle disagreements </li></ul>
    28. 28. Conducting the Appraisal Interview <ul><li>Ask for self assessment </li></ul><ul><li>Invite participation </li></ul><ul><li>Express appreciation </li></ul><ul><li>Minimize criticism </li></ul><ul><li>Change behaviour, not the person </li></ul><ul><li>Focus on solving problems </li></ul><ul><li>Be supportive </li></ul><ul><li>Establish goals </li></ul><ul><li>Follow up day-to-day </li></ul>
    29. 29. THANK YOU
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