180 Degrees Pa V2[1]


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this is a launch brief on appraisal system.covers relevant points to cover on 180 degrre employee appraisal system

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  • 180 Degrees Pa V2[1]

    1. 1. 180 degree Performance Appraisal 09/12/09 Saama HR Global Dr.Sarma
    2. 2. agenda <ul><li>We will cover: </li></ul><ul><li>The objective </li></ul><ul><li>The system </li></ul><ul><li>The process </li></ul><ul><li>The out come </li></ul><ul><li>How to get the best </li></ul>09/12/09 Saama HR Global
    3. 3. <ul><li>Why 180 Degree PA?- better system compared to Assessment by RM alone </li></ul><ul><li>System/Tool Description: online-simple and user friendly </li></ul><ul><li>Home grown </li></ul>180 Degree Performance Appraisal Initiative
    4. 4. Objective <ul><li>To obtain the appraisee’s and reporting manager's assessment of on the job performance on specific parameters. </li></ul><ul><li>This is not to be construed as exercise for salary changes </li></ul><ul><li>Set up goals for improvement and rise to the expected performance level. </li></ul>09/12/09 Saama HR Global
    5. 5. Appraisal Period <ul><li>To be conducted at least twice a year. </li></ul><ul><li>The periods suggested are: </li></ul><ul><li>1st October to 31st March </li></ul><ul><li>1st April to 30th September </li></ul><ul><li>We urge Reporting Managers/ Appraisees to conduct it more frequently-e.g. end of assignments. Or every quarter ) </li></ul>09/12/09 Saama HR Global
    6. 6. How Process Works? <ul><li>The entire process is automated. HRMS is used to carry out the appraisal. </li></ul><ul><li>There are two parties to the appraisal: </li></ul><ul><ul><li>Reporting Manager (Appraiser) </li></ul></ul><ul><ul><li>Self (Appraisee) </li></ul></ul><ul><li>– Ratings Finalised after appraisal by both appraiser and Appraisee </li></ul>09/12/09 Saama HR Global
    7. 7. 180 Appraisal Questionnaire 09/12/09 Saama HR Global <ul><li>There are in all 17 parameters to rate </li></ul><ul><li>14 - are mandatory common to all roles </li></ul><ul><li>3 optional- Appraisee can decide along with Reporting manager-these are role specific </li></ul>
    8. 8. How the System Works-Step 1& 2 <ul><li>Step 1:Rating on identified parameters . </li></ul><ul><li>Self Reporting Manager </li></ul><ul><li>The System will recognize/store the ratings once they are submitted by Appraisee and Reporting Manager . </li></ul><ul><li>Step 2: Final Ratings </li></ul><ul><li>An appraisal 1:1 will be conducted between Appraisee and RM after self rating-responsibility is of Appraisee to take up with RM </li></ul><ul><li>The final ratings will be frozen after the 1:1and RM finalizes Rating. </li></ul>09/12/09 Saama HR Global
    9. 9. Step 3 <ul><li>Step 3:Goal Setting </li></ul><ul><li>Short term-on the job targets: (1-yr): identify/specify every job related targets or deliverables.(Simple- Measurable--achievable- Realistic--Time bound)(e.g. 100% completion of deliverable on dead line) </li></ul><ul><li>Long Term- career/ competency related (for next 3-5 yrs): Identifying the long term competency/role related goals . </li></ul><ul><li>(e. g role; technical architect- build robust technical design competency) </li></ul>09/12/09 Saama HR Global
    10. 10. <ul><li>Training Needs </li></ul><ul><li>Identifying the most critical training area (Technical / managerial /behavioural) required to strengthen the current competency and meet the expected future role specific competency needs. </li></ul>09/12/09 Saama HR Global Step 4:
    11. 11. How to get the best out of the process <ul><li>Self rating- be very realistic and objective </li></ul><ul><li>Have facts and data like customer appreciation, assignment completion dates etc which can justify the ratings during discussion with RM </li></ul><ul><li>Do Not rate keeping Salary raises in mind – be clear about the objective of this exercise </li></ul><ul><li>Understand Reporting managers' performance expectations and set goals </li></ul>09/12/09 Saama HR Global
    12. 12. Benefits of 180 Degree PA <ul><li>Benefits for Self- opportunity to express your own assessment and review with Reporting Manager for performance expectation alignment </li></ul><ul><li>Benefits for Saama-Helps in systematically plan future career growth/competency enhancement </li></ul>
    13. 13. 180 Degree PA Road Map Description Owner Duration Dependency Appraisee-Appraiser List Mapping & Freeze HR/Susan July-august managers Freezing QQ (along with Need assessment portion) HR/doc/Susan September RM Briefing session HR/doc September 3-10th nil
    14. 14. 180 Degree PA Road Map (Contd.) Description Owner Duration Dependency Prepare Time Plan  Start Dates and End dates for Manager's and Appraisee (Self) ratings HR 10 September till 30 th September all Comfort zone checking & FAQ circulation Susan 3sept -10 th september nil System readiness /india devept teamSys Admin 1 September high
    15. 15. 180 Degree PA Road Map (Contd.) Description Owner Duration Dependency Plugging data in system Susan 10 th September till 30 September nil Ensure System works effectively Susan Finalizing suitable dates and Marking Manager's Calendar for one on one Samira/Nandini
    16. 16. 180 Degree PA Road Map (Contd.) Description Owner Duration  Dependency Analysis Doc 10 th till 20 October nil Feedback Session RMs 4 weeks after closure nil
    17. 17. 180 Degree PA Road Map (Contd.) Description Owner Duration Dependency Launch email Susan 5 th to 10 th September Individual follow up emails (once it is already launched) Susan Every day Tracking Sheet to ensure meeting happens on the said date Samira/Susan ongoing
    18. 18. Do’s and Don'ts <ul><li>Do’s -familiarize with the parameters </li></ul><ul><li>follow time lines strictly </li></ul><ul><li>Don'ts—leave incomplete forms </li></ul><ul><li>Fail to submit </li></ul><ul><li>Talk with RM </li></ul>
    19. 19. Outcome <ul><li>Final ratings </li></ul><ul><li>finalized goals </li></ul><ul><li>Finalized training needs </li></ul>
    20. 20. <ul><li>Thank you </li></ul>